Benchbook
Industrial Action
About this benchbook
This benchbook has been prepared by staff of the Fair Work Commission (the Commission) to
provide information about the regulation of protected industrial action and unprotected industrial
action under the Fair Work Act 2009 (Cth) (the Fair Work Act). Information is provided to parties to
assist in the preparation of material before the Commission.
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Disclaimer
The content of this benchbook should be used as a general guide only. The benchbook is not
intended to be an authority to be used in support of a case at hearing.
Precautions have been taken to ensure the information is accurate, but the Commonwealth does
not guarantee, and accepts no legal liability whatsoever arising from or connected to, the accuracy,
reliability, currency or completeness of any material contained in this benchbook or on any linked
site.
The information provided, including cases and commentary, are considered correct as of the date of
publication. Changes to legislation and case law will be reflected in regular updates to this
benchbook from time to time.
This benchbook is not a substitute for independent professional advice and users should obtain any
appropriate professional advice relevant to their particular circumstances.
In many areas of Indigenous Australia, it is considered offensive to publish the names of Aboriginal
and Torres Strait Islander people who have recently died. Users are warned that this benchbook may
inadvertently contain such names.
Case examples
Individual cases have been selected as examples to help users gain a better understanding of the
issues covered. These cases should not be considered exhaustive.
The case examples used in this benchbook are interpretations of the decisions by Commission staff
on specific issues which are addressed within the text. The case examples may not reflect all of the
issues considered in the relevant decision. In the electronic version of the benchbook the original
text of the decision can be accessed by clicking the link.
Links to external websites
Where this site provides links to external websites, these links are provided for the visitor's
convenience and do not constitute endorsement of the material on those sites, or any associated
organisation, product or service.
The Commission acknowledges the services provided by AustLII, Thomson Reuters and LexisNexis
which were utilised in compiling this benchbook.
Copyright
© Commonwealth of Australia 2023
The content of the Fair Work Commission website, which includes this benchbook, is copyright.
Apart from any use as permitted under the Copyright Act 1968 (Cth), all other rights are reserved.
You may download, display, print and reproduce this material in unaltered form only (retaining this
notice) for your personal, non-commercial use or use within your organisation.
First published March 2017
Updated June 2018
Minor update August 2023
Updated July 2017
Updated October 2019
Updated February 2018
Minor update February 2021
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Quick Links
General
What is industrial action?
When can protected industrial action be taken?
What is a protected action ballot?
How much notice must be given before protected industrial action can commence?
Can the notice period be extended?
What is pattern bargaining?
Employer
Can I take industrial action?
Can I stop protected industrial action?
How do I stop unprotected industrial action?
Who will conduct the protected action ballot vote?
What happens to employees’ pay?
Employee
Can I take industrial action?
What type of action can I take?
What if the employer has taken action?
Will I be paid while taking industrial action?
Bargaining Representative
How do I make an application for a protected action ballot?
Who can vote for taking protected action?
What is the process for a ballot to authorise protected industrial action?
Can I vary a protected action ballot order?
Can I revoke a protected action ballot order?
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Contents
Part 1 – How to use this benchbook .............................................................................................. 1
About the Commission ........................................................................................................................ 1
Coverage of national workplace relations laws ................................................................................... 4
Case law ............................................................................................................................................... 6
Referencing ......................................................................................................................................... 6
Guide to symbols ................................................................................................................................. 8
Glossary of terms ................................................................................................................................ 9
Part 2 – What is industrial action? ............................................................................................... 16
Industrial action defined ................................................................................................................... 16
Part 2.1 – Unprotected industrial action ...................................................................................... 22
Orders to stop or prevent unprotected industrial action .................................................................. 24
Part 2.2 – Protected industrial action .......................................................................................... 37
Immunity ........................................................................................................................................... 37
Common requirements ..................................................................................................................... 39
Employee claim action ...................................................................................................................... 42
Employer response action ................................................................................................................. 48
Employee response action ................................................................................................................ 53
Pattern bargaining ............................................................................................................................. 54
Part 3 – Taking protected industrial action .................................................................................. 59
When can protected industrial action be taken? .............................................................................. 59
Who can take protected industrial action? ....................................................................................... 61
Part 3.1 – Protected action ballots .............................................................................................. 62
Who may apply? ................................................................................................................................ 62
Making an application ....................................................................................................................... 62
Commission process .......................................................................................................................... 70
Varying a protected action ballot order ............................................................................................ 77
Revoking a protected action ballot order .......................................................................................... 79
Part 3.2 – Voting ........................................................................................................................ 80
Ballot agents ...................................................................................................................................... 80
Who may vote – roll of voters ........................................................................................................... 82
Ballot papers ..................................................................................................................................... 85
Voting procedure............................................................................................................................... 86
Schedule 3.2 – Ballot papers ............................................................................................................. 89
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Scrutiny of the ballot ......................................................................................................................... 91
Results of the ballot .......................................................................................................................... 93
When is industrial action authorised? ............................................................................................... 94
Part 3.3 – Taking protected industrial action ............................................................................. 102
Notice requirements ....................................................................................................................... 102
Commencing protected industrial action ........................................................................................ 108
Part 4 – Payments relating to industrial action .......................................................................... 114
Protected industrial action – payments .......................................................................................... 114
Partial work bans ............................................................................................................................. 118
Unprotected industrial action – payments ...................................................................................... 128
Standing down employees .............................................................................................................. 131
Part 5 – Suspension or termination of protected industrial action .............................................. 134
Part 5.1 – Powers of the Commission ........................................................................................ 135
When the Commission may suspend or terminate ......................................................................... 135
When the Commission must suspend or terminate ........................................................................ 140
Requirements relating to a period of suspension ........................................................................... 152
Part 5.2 – Powers of the Minister .............................................................................................. 155
Ministerial declarations ................................................................................................................... 155
Part 6 – Enforcement and Appeals ............................................................................................ 157
Enforcement of Commission orders ................................................................................................ 157
Appeals ............................................................................................................................................ 159
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Part 1 – How to use this benchbook
This part will provide information on:
• the Fair Work Commission
• the national workplace relations system
• referencing and case law in this benchbook, and
• common terms within a glossary.
This benchbook has been designed for electronic use and works best in that form. The electronic
version has links to all of the cases referenced in the footnotes, as well as links to the legislation
and other websites.
To access the electronic version please visit: www.fwc.gov.au/resources/benchbooks
About the Commission
The Fair Work Commission (the Commission) is Australia’s national workplace relations tribunal.
Australia has had a national workplace relations tribunal for more than a century and it is one of the
country’s oldest key institutions. Over time it has undergone many changes in jurisdiction, name,
functions and structure. Throughout its history, the tribunal, currently known as the Fair Work
Commission, and its predecessors have made many decisions that have affected the lives of working
Australians and their employers. The Commission recognises the importance of promoting public
understanding of the role of the tribunal and of capturing and preserving its history for display and
research.
The Commission is responsible for applying the provisions of the Fair Work Act 2009 (the Fair Work
Act) and the Fair Work (Registered Organisations) Act 2009 (the Registered Organisations Act). The
Commission has powers to:
• make orders to facilitate enterprise bargaining (including orders for ballots on protected
industrial action and good faith bargaining) and to deal with bargaining disputes
• make workplace determinations in certain circumstances in which enterprise bargaining
parties have been unable to reach agreement
• make orders to stop or suspend industrial action
• deal with disputes about stand downs, and
• promote cooperative and productive workplace relations and prevent disputes.
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Relationship between the Fair Work Commission and the Courts
See Fair Work Act ss.563–568.
The High Court of Australia is the highest court in the Australian judicial system. The functions of the
High Court are to interpret and apply the law of Australia; to decide cases of special federal
significance including challenges to the constitutional validity of laws and to hear appeals, by special
leave, from Federal, State and Territory courts.
The Federal Court of Australia is a superior court of record and has a broad jurisdiction including
over all civil and criminal matters arising in the Fair Work jurisdiction. The Court also has a
substantial and diverse appellate jurisdiction, including dealing with applications for judicial reviews
of certain Commission decisions.
Some matters lodged with the Commission are first conciliated at the Commission. If the matter
does not settle there an applicant can then apply to start proceedings in the Federal Court or the
Fair Work Division of the Federal Circuit Court.
The Commission Structure
The Commission is headed by a President, who is also a Judge of the Federal Court of Australia.
Commission Members perform quasi-judicial functions under the Fair Work Act, including
conducting public hearings and private conferences for both individual and collective matters. They
also perform certain functions under the Registered Organisations Act, including determining
applications for registration and cancellation of registration and for alterations to eligibility rules of
employee and employer organisations. Commission Members are independent, statutory office
holders appointed by the Governor-General on the recommendation of the Australian Government
of the day. There are a number of different titles that may apply to Commission Members:
• President
• Vice President
• Deputy President
• Commissioner
• Expert Panel Member
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Appearing at the Commission
There are standards for the conduct of all people attending a hearing or conference at the
Commission. The standards help the Commission to provide fair hearings for all parties.
Providing fair hearings involves allowing all parties to put their case forward, and to have their case
determined impartially and according to law.
The Commission and all parties appearing before it, including representatives, have responsibilities
to each other and in providing a fair hearing for all participants.
When coming to the Commission:
• it is important to arrive early for the conference or hearing because proceedings begin on
time
• notify the Commission staff upon arrival by approaching them in the hearing or conference
room
• if delayed it is important that contact is made with the appropriate Commission staff before
the hearing is due to start
• switch off mobile phone or other electronic devices in the hearing or conference room
• address the Member of the Commission by his or her title (eg Deputy President or
Commissioner)
• in a hearing, stand when addressing the Member of the Commission or to question a
witness, and
• bring enough copies of documents so everyone involved can have a copy (eg three copies:
one to keep, one for the other party and one for the Member).
Name of the Tribunal
The name of the national workplace relations tribunal has changed a number of times throughout its
history. For consistency, in this document, it has been referred to as the ‘Commission’. The table
below outlines the name of the national workplace relations tribunal at various periods.
Name
Short title
Dates
Fair Work Commission
The Commission
1 January 2013‒ongoing
Fair Work Australia
FWA
1 July 2009‒31 December 2012
Australian Industrial Relations
Commission
AIRC, the Commission
1989‒2009
Australian Conciliation and
Arbitration Commission
The Commission
1973‒1989
Commonwealth Conciliation and
Arbitration Commission
The Commission
1956‒1973
Commonwealth Court of
Conciliation and Arbitration
1904‒1956
Part 1 – How to use this benchbook
Coverage of national workplace relations laws
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Workplace relations legislation, Regulations and Rules
The following table sets out legislation dealing with workplace relations and the dates that the law
was in operation. The current legislation is the Fair Work Act.
Name of legislation
Operative dates
Fair Work Act 2009 (Cth)
1 July 2009 and 1 January 2010
(Staged commencement)
Workplace Relations Act 1996 (Cth) (Incorporating the
Workplace Relations Amendment (Work Choices) Act 2005
(Cth))
27 March 2006
Workplace Relations Act 1996 (Cth)
25 November 1996
Industrial Relations Act 1988 (Cth)
1 March 1989
Fair Work Regulations 2009 (Cth)
1 July 2009 and 1 January 2010
(Staged commencement)
Fair Work Commission Rules 2013
6 December 2013
Coverage of national workplace relations laws
See Fair Work Act s.14
Only national system employees and national system employers can participate in protected
industrial action under the Fair Work Act.
1
A national system employee is an individual employed by a national system employer.
2
A national system employer is an employer covered and bound by the national workplace relations
laws.
Whether an employer is a national system employer depends on the location of the employment
relationship (State or Territory) and, in some cases, the legal status and business of the employer.
Who is covered by national workplace relations laws?
The national workplace relations system covers:
• all employees in Victoria (with limited exceptions in relation to State public sector
employees), the Northern Territory and the Australian Capital Territory
1
Fair Work Act s.407.
2
Fair Work Act s.13.
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Coverage of national workplace relations laws
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• all employees on Norfolk Island, the Territory of Christmas Island and the Territory of Cocos
(Keeling) Islands
• employees employed by private enterprise in New South Wales, Queensland, South
Australia and Tasmania
• those employed by local government in Tasmania
• those employed by a constitutional corporation in Western Australia (including Pty Ltd
companies) – this may include some local governments and authorities
• those employed by the Commonwealth or a Commonwealth authority, and
• waterside employees, maritime employees or flight crew officers in interstate or overseas
trade or commerce.
Who does the national system include?
Part 1 – How to use this benchbook
Case law
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Case law
Case law is comprised of previous decisions made by courts and tribunals which help interpret the
meaning of legislation and how it applies in a specific case. When a decision is made by a court or
tribunal, that interpretation of the law may form a precedent. Decisions of the High Court of
Australia are authoritative in all Australian courts and tribunals.
A precedent is a legal decision which provides guidance for future, similar cases.
An authoritative decision is one that must be followed on questions of law by lower courts and
tribunals.
Referencing
References in this benchbook use the following formats.
Note: In the electronic version of the Benchbook the cases referenced in the footnotes have all
been hyperlinked and the cases can be accessed by clicking the links.
Cases
41
Elgammal v BlackRange Wealth Management Pty Ltd [2011] FWAFB 4038 (Harrison SDP,
Richards SDP, Williams C, 30 June 2007) at para. 13.
42
Visscher v The Honourable President Justice Giudice [2009] HCA 34 (2 September 2009) at
para. 81, [(2009) 239 CLR 361].
43
ibid.
44
Searle v Moly Mines Limited [2008] AIRCFB 1088 (Giudice J, O’Callaghan SDP, Cribb C,
29 July 2008) at para. 22, [(2008) 174 IR 21]; citing Byrne v Australian Airlines Ltd [1995] HCA
24 (11 October 1995) at para. 23, [(1995) 185 CLR 410 at p. 427].
The name of the case will be in italics.
The link will be to the original reference. If a case has been reported then there will also be a
reference to the journal the case has been reported in. For example, some of the abbreviations used
are:
• ‘HCA’ for ‘High Court of Australia’
• ‘FCAFC’ for a ‘Full Court of the Federal Court of Australia’
• ‘FWCFB’ for a ‘Full Bench of the Fair Work Commission’
• ‘FWA’ for ‘Fair Work Australia’
• ‘IR’ for ‘Industrial Reports’
• ‘CLR’ for ‘Commonwealth Law Reports’
Page or paragraph numbers are included at the end of the reference, to provide a pinpoint in the
document where appropriate.
If a reference is identical to the one immediately before, the term ‘ibid.’ is commonly used.
Where one case refers to another case, the term ‘citing’ is used.
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Item
Example
Case names
Elgammal v BlackRange Wealth Management Pty Ltd
Visscher v The Honourable President Justice Giudice
Link to case
[2011] FWAFB 4038 (Harrison SDP, Richards SDP, Williams C, 30 June
2007)
[2009] HCA 34 (2 September 2009), [(2009) 239 CLR 361]
Paragraph number
[2008] AIRCFB 1088 … at para. 22.
Page number
(1995) 185 CLR 410 at p. 427
Identical reference
42
Visscher v The Honourable President Justice Giudice [2009] HCA 34
(2 September 2009) at para. 81, [(2009) 239 CLR 361].
43
ibid.
Reference to other case
44
Searle v Moly Mines Limited [2008] AIRCFB 1088 (Giudice J,
O’Callaghan SDP, Cribb C, 29 July 2008) at para. 22; citing Byrne v
Australian Airlines Ltd [1995] HCA 24 (11 October 1995) at para. 23.
Legislation and Regulations
3
Acts Interpretation Act 1901 (Cth) s.36(2).
4
Fair Work Act s.381(2).
5
Fair Work Regulations reg 6.08(3).
6
Police Administration Act (NT) s.94.
7
Fair Work (Commonwealth Powers) Act 2009 (Vic).
8
Industrial Relations (Commonwealth Powers) Act 2009 (NSW).
9
Fair Work (Commonwealth Powers) and Other Provisions Act 2009 (Qld).
The name of the legislation or regulations will be in italics unless a shortened version is being used.
The jurisdiction of the legislation or regulations is included in brackets if the full name is cited. For
example, some of the abbreviations used are:
• ‘(Cth)’ is a Commonwealth law
• ‘(ACT)’ is an Australian Capital Territory law
• ‘(NSW)’ is a New South Wales law
• ‘(NT)’ is a Northern Territory law
• ‘(Qld)’ is a Queensland law
• ‘(SA)’ is a South Australian law
• ‘(Tas)’ is a Tasmanian law
• ‘(Vic)’ is a Victorian law
• ‘(WA)’ is a Western Australian law
Section, regulation or rule numbers are included at the end of the reference to provide a pinpoint in
the legislation where appropriate.
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Item
Example
Legislation or
regulation name
Acts Interpretation Act 1901
Fair Work Act
Fair Work Regulations
Industrial Relations (Commonwealth Powers) Act 2009
Jurisdiction
Acts Interpretation Act 1901 (Cth)
Police Administration Act (NT)
Fair Work (Commonwealth Powers) and Other Provisions Act 2009 (Qld)
Section number
Acts Interpretation Act 1901 (Cth) s.36(2)
Fair Work Act s.381(2)
Fair Work Regulations reg 6.08(3)
Guide to symbols
The symbols used in this benchbook are designed to provide assistance with identifying specific
issues or to point to additional information that may assist the reader with their understanding of a
particular issue.
Important information.
Related information – Links to information on related topics.
Helpful information.
Links to sections of legislation.
Links to forms.
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Glossary of terms
The glossary explains common terms used throughout this benchbook while legislative terms are
defined in the relevant sections.
Naming conventions
Employee organisations are generally referred to as unions, given the general use and understanding
of that term.
The separate parties involved in industrial action have been referred to in this benchbook as
‘employer’, ‘employee’ and ‘union’. At times the use of ‘employer’, ‘employee’ or ‘union’ may also
be a reference to ‘employers’, ‘employees’ or ‘unions’ if that is appropriate.
AEC
The Australian Electoral Commission.
Alternative ballot agent
The Commission may decide that a person other than the AEC is to
be the ballot agent for a protected action ballot
Appeal
An application for a Full Bench of the Commission to review a
decision of a single member of the Commission and determine if
the decision was correct.
A person must seek the permission of the Commission to appeal a
decision.
Applicant
A person who makes an application to the Commission.
Application
The way of starting a case before the Commission. An application
can only be made using a form prescribed by the Fair Work
Commission Rules 2013 (Cth).
Arbitration
The process by which a member of the Commission will hear
evidence, consider submissions and then make a decision in a
matter.
Arbitration generally occurs in a formal hearing and generally
involves the examination and cross-examination of witnesses.
Ballot agent
A person nominated to conduct a protected action ballot.
The AEC is the default ballot agent unless the Commission specifies
another person in the protected action ballot order as the
protected action ballot agent.
Bargaining
Bargaining is the process whereby the parties to a proposed
enterprise agreement negotiate the coverage, terms and
conditions of that agreement.
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Bargaining representative
A bargaining representative is a person nominated to participate in
bargaining for a proposed enterprise agreement.
A bargaining representative can be an employer or an employee,
or a union or industrial association.
A union is the default bargaining representative for an employee if:
• the employee is a member of the union, and
• the union is entitled to represent the industrial interests of the
employee in relation to work that will be performed under the
agreement.
However, the union will not be the employee's bargaining
representative if:
• the employee revokes the status of the union as his or her
bargaining representative, or
• appoints another person, or appoints himself or herself, as
bargaining representative for the agreement.
3
Civil remedy provision
A provision of the Fair Work Act that if breached, means that the
person affected can apply to a Court for an order for a financial
penalty against the person who contravened the provision of the
Act, or any other order the Court considers appropriate such as an
injunction.
Commission Member
Someone appointed by the Governor-General as a Member of the
Commission. A member may be a Commissioner, a Deputy
President, a Vice President or the President.
Conference
A proceeding conducted by a Commission Member which is
generally held in private.
Constitutional corporation
Foreign corporations, and trading or financial corporations formed
within the limits of the Commonwealth.
4
Contravention
An act that violates or goes against a law or order of a court.
Court
In this benchbook, a reference to ‘Court’ generally means the
Federal Court or Federal Circuit Court.
3
Fair Work Act s.176(1)(b).
4
Australian Constitution s.51(xx).
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Day
What is a day?
Understanding what constitutes a ‘day’ is important regarding any
legal process with requirements to meet specific timelines.
Section 36(1) of the Acts Interpretation Act 1901 (Cth)
5
deals with
the manner in which time is to be considered in interpreting the
Fair Work Act. It reads:
(1) Where in an Act any period of time, dating from a given
day, act, or event, is prescribed or allowed for any purpose,
the time shall, unless the contrary intention appears, be
reckoned exclusive of such day or of the day of such act or
event.
This means that when calculating time you do not count the day on
which the relevant act or event occurs or occurred.
6
Decision
A determination made by a single member or Full Bench of the
Commission
7
.
A decision in relation to a matter before the Commission will
generally include the names of the parties and outline the basis for
the application, comment on the evidence provided and include
the judgment of the Commission in relation to the matter.
Demarcation dispute
A demarcation dispute is a dispute between two or more
organisations, or within an organisation, as to the rights, status, or
functions of members in relation to the employment of those
members. It includes a dispute about the representation of the
industrial interest of employees by a union.
8
Employee organisation
See union
Employer organisation
An organisation which represents the interests of employers which
has been registered under the Fair Work (Registered
Organisations) Act 2009 (Cth).
5
As in force 25 June 2009 (see Fair Work Act s.40A).
6
Re White’s Discounts Pty Ltd t/as Everybody’s IGA Everyday and Broken Hill Foodland PR937496 (AIRCFB,
Giudice J, Drake SDP, Lewin C, 12 September 2003) at paras 15–16, [(2003) 128 IR 68].
7
The General Manager of the Commission, or a member of staff delegated powers under ss.625 or 671 of the
Fair Work Act may also make a decision.
8
Butterworths Australian Legal Dictionary, 1997, at p. 343.
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Enterprise agreement
An enterprise agreement is an agreement made at the enterprise
level and enforceable under legislation which sets out terms and
conditions of employment of employees and their employer (or
employers).
An enterprise agreement sets out rights and obligations of the
employees and the employer(s) covered by the agreement.
An enterprise agreement must meet a number of requirements
under the Fair Work Act before it can be approved by the
Commission.
Error of law
An error of law is a common ground for legal review. It occurs
when a Member of the Commission has misunderstood or
misapplied a principle of law; for example, by applying the wrong
criteria, or asking the wrong question.
Evidence
Information which tends to prove or disprove the existence of a
particular belief, fact or proposition.
Certain evidence may or may not be accepted by the Commission,
however the Commission is not bound by the rules of evidence.
Evidence is usually set out in an affidavit or given orally by a
witness in a hearing.
Explanatory
Memorandum
An Explanatory Memorandum is a document that provides
additional information about how proposed legislation is expected
to operate and details about individual sections and provisions of
that legislation.
Fair Work Act
The Fair Work Act 2009 (Cth) is the legislation that covers
workplace relations laws in Australia.
First instance
A decision (or action) which can be considered the first decision (or
action) to be made in relation to a matter.
Full Bench
A Full Bench of the Commission comprises at least three
Commission members, one of whom must be a presidential
member. Full Benches are convened to hear appeals, matters of
significant national interest and various other matters specifically
provided for in the Fair Work Act.
A Full Bench can give a collective judgment if all of its members
agree, or independent judgments if the members’ opinions differ.
Greenfields agreement
An agreement relating to a genuine new enterprise (including a
new business, activity, project or undertaking) which is made at a
time where the employer or employers have not employed any of
the persons who will be necessary for the normal conduct of the
enterprise and who will be covered by the agreement.
Hearing
A proceeding or arbitration conducted before the Commission
which is generally open to the public.
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Independent advisor
A person who can give an alternative ballot agent advice and
recommendations directed towards ensuring that the ballot will be
fair and democratic.
Injunction
An injunction is a legal remedy imposed by a court and requires a
person to do a specific thing or more commonly to refrain from
beginning or continuing a specific action.
Jurisdiction
The scope of the Commission’s power and what the Commission
can and cannot do.
The power of the Commission to deal with matters is specified in
legislation. The Commission can only deal with matters for which it
has been given power by the Commonwealth Parliament.
Lodge
The act of delivering an application or other document to the
Commission.
Matter
Cases at the Commission are referred to as matters.
Member
See Commission Member
Minister
The Federal Minister for Employment.
National Employment
Standards
Minimum standards that apply to the employment of all national
system employees. They are set out in Part 2–2 of the Fair Work
Act and relate to:
• maximum weekly hours
• requests for flexible working arrangements
• parental leave and related entitlements
• annual leave
• personal/carer’s leave and compassionate leave
• community service leave
• long service leave
• public holidays
• notice of termination and redundancy pay, and
• the Fair Work Information Statement
Nominal expiry date
The date specified in an enterprise agreement which indicates the
period of time that the parties intended the agreement to operate.
The nominal expiry date cannot be more not more than four years
after the day the Commission approves the agreement.
An enterprise agreement has continuing operation, and continues
to apply even after it has passed its nominal expiry date.
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Order
A formal direction made by the Commission which gives effect to a
decision and is legally enforceable.
Organisation
See union or employer organisation
Party
A person or organisation involved in a matter before the
Commission.
Pattern bargaining
Pattern bargaining is a course of conduct by a person who is a
negotiating party to two or more proposed enterprise agreements,
seeking common wages or conditions for two or more of those
agreements, where the conduct extends beyond a single business.
Pecuniary penalty
An order to pay a sum of money which is made by a court as a
punishment.
Procedural fairness
Procedural fairness requires that a person whose interests will be
affected by a decision receives a fair and reasonable opportunity to
be heard before the decision is made.
Procedural fairness is concerned with the decision making process
followed or steps taken by a decision maker rather than the actual
decision itself.
The terms ‘procedural fairness’ and ‘natural justice’ have similar
meaning and can be used interchangeably.
Proposed enterprise
agreement
An enterprise agreement which has not been ‘made’ by a vote of
employees.
Protected action ballot
A secret ballot allowing employees directly concerned to vote on
whether or not they authorise industrial action to advance the
claims for their proposed enterprise agreement.
Quash
To set aside or reject a decision or order, so that it has no legal
effect.
Respondent
A party responding to an application made to the Commission.
Service (Serve)
Service of a document means delivering the document to another
party or their representative, usually within a specified period.
Documents can be served in a number of ways. The acceptable
ways in which documents can be served are specified in Parts 7
and 8 of the Fair Work Commission Rules 2013.
Serving documents
See service
Transitional Act
Fair Work (Transitional Provisions and Consequential Amendments)
Act 2009 (Cth).
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Union
An organisation which represents the interests of employees which
has been registered under the Fair Work (Registered
Organisations) Act 2009 (Cth).
A union can also be referred to as an employee organisation.
Workplace determination
The terms and conditions of employment determined by a Full
Bench of the Commission.
The Commission can make:
• low-paid workplace determinations
• industrial action related workplace determinations, and
• bargaining related workplace determinations.
An industrial action related workplace determination must be
made where protected industrial action has been terminated by
the Commission or the Minister and the bargaining representatives
have not settled all of the matters at issue during the post-
industrial action negotiating period.
9
A workplace determination includes a nominal expiry date set by
the Commission.
9
See Fair Work Act s.266.
Part 2 – What is industrial action?
Industrial action defined
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Related information
• Immunity
Part 2 – What is industrial action?
This part will provide information on:
• the definition of industrial action
• the differences between protected and unprotected industrial action
• how to stop unprotected industrial action
• the different types of protected industrial action
• common requirements for protected industrial action, and
• pattern bargaining.
Industrial action defined
Industrial action can either be protected or unprotected.
The concepts of protected action and a limited right to strike within a bargaining period were
introduced in the Industrial Relations Reform Act 1993 (Cth). The Workplace Relations Act 1996 (Cth)
then introduced prohibitions on industrial action during the life of an agreement and payment
during strikes.
The purpose of taking protected industrial action is so that employees or employers can support or
advance their claims during bargaining in relation to a proposed enterprise agreement.
The distinction between protected industrial action and unprotected industrial action is important
due to the consequences that flow from the classification of the action. Where industrial action is
‘protected’, a limited immunity applies, meaning that the remedies that might otherwise be sought
in relation to the industrial action are generally not available.
10
Industrial action which is not protected may be stopped or prevented by the Fair Work Commission
(the Commission) making orders, and the enforcement of those orders by the Court.
11
State and Federal Courts also have powers under statute and the general law to grant remedies in
relation to industrial action that is not protected. This benchbook does not address the powers of
these Courts and instead focusses on the role of the Commission.
10
Fair Work Act s.415.
11
Explanatory Memorandum to Fair Work Bill 2008 at para. 1637.
Part 2 – What is industrial action?
Industrial action defined
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Definition
See Fair Work Act s.19
Industrial action means action of any of the following kinds:
• the performance of work by an employee in a manner different from that in which it is
customarily performed, or the adoption of a practice which results in:
o a restriction, or limitation on, or
o a delay in;
the performance of work
• a ban, limitation or restriction on the performance of work by an employee or on the
acceptance of or offering for work by an employee
• a failure or refusal by employees to attend for work or a failure or refusal to perform any
work at all by employees who attend for work, or
• the lockout of employees from their place of employment by the employer.
The term the performance of work is not restricted to how the tasks associated with a particular job
are performed. It involves for example, when work is performed, where work is performed, how
work is performed and the conditions under which work is performed.
12
Industrial action where there is a failure or refusal by employees to attend for work, or a failure or
refusal to perform any work at all by employees who attend for work, is historically known as a
strike.
An employer locks out employees from their employment if the employer prevents the employees
from performing work under their contracts of employment without terminating those contracts.
Industrial action does not include the following:
• action by employees that is authorised or agreed to by the employer of the employees
• action by an employer that is authorised or agreed to by, or on behalf of, employees of the
employer, or
• action by an employee if:
o the action was based on a reasonable concern of the employee about an imminent risk to his
or her health or safety, and
o the employee did not unreasonably fail to comply with a direction of his or her employer to
perform other available work, whether at the same or another workplace, that was safe and
appropriate for the employee to perform.
12
Australian Municipal, Administrative, Clerical and Services Union v Lend Lease [2014] FWC 5676 (Bissett C,
20 August 2014) at para. 23; citing Re Mornington Peninsula Shire Council [2011] FWAFB 4809 (Watson SDP,
Kaufman SDP, Gooley C, 22 July 2011) at para. 25, [(2011) 210 IR 419].
Part 2 – What is industrial action?
Industrial action defined
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Example
An employee who does not attend for work on account of illness may not be engaging in
industrial action, while an employee who does not attend for work in support of a collective
demand that the employer agree to alteration of the conditions of employment clearly is so
engaged.
15
Related information
• Payments for partial work bans
• Payments during a period of stand down
The definition of industrial action under the Fair Work Act 2009 (Cth) (the Fair Work Act) is limited to
conduct in connection to disputes of a particular kind and with bargaining. A note to the definition
says that ‘Action will not be industrial in character if it stands completely outside the area of
disputation and bargaining’.
13
A Full Court of the Federal Court has recently observed that the note is a guide to interpretation only
and that ‘[u]ltimately, the question posed by s 19(1) of the FW Act is whether action can be said to
be “industrial” in character. If action takes place outside the area of disputation and bargaining, that
is relevant in determining whether the action is “industrial”, but it is not determinative’.
14
Employers may have various statutory and common law rights to respond to industrial action by
employees and such responses will not constitute industrial action unless the employer’s action is a
lockout.
13
Note to Fair Work Act s.19(1); Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union
v The Age Company Limited PR946290 (AIRCFB, Giudice J, Harrison SDP, Simmonds C, 11 May 2004) at para.
46, [(2004) 133 IR 197]; see also Police Federation of Australia v Victoria Police/Chief Commissioner of Police
[2014] FWCFB 2063 (Smith DP, Gostencnik DP, Johns C, 11 April 2014) at para. 50, [(2014) 243 IR 1]; Australian
Capital Territory v Australian Education Union [2010] FWA 3454 (Deegan C, 29 April 2010) at paras 31–32.
14
Construction, Forestry, Mining and Energy Union v BHP Coal Pty Ltd [2015] FCAFC 25 (6 March 2015) at para.
120.
15
Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union v The Age Company Limited
PR946290 (AIRCFB, Giudice J, Harrison SDP, Simmonds C, 11 May 2004) at para. 44, [(2004) 133 IR 197].
Part 2 – What is industrial action?
Industrial action defined
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Case example:
Providing material to media – Action found NOT to be industrial action
Ambulance Victoria v United Voice [2014] FCA 1119 (17 October 2014).
Facts
A protected action ballot was conducted to determine whether members supported the
taking of various forms of action. The ballot received the support of a majority of
members. One of the actions approved in the ballot was that members who were acting
or appointed as Team Managers and Senior Team Managers would make all response
time data available to the media without the approval of Ambulance Victoria’s Executive
General Managers. This release of information would be in breach of Ambulance Victoria
policies and the contracts of employment of the relevant employees.
The duties of the managers included the collection and analysis of information relating to
response times of ambulances in their areas. It was not part of their duties to provide such
information to persons outside Ambulance Victoria, including reporters and others
engaged by media outlets.
Outcome
The Court found that it could not be said that managers making response time data
available to the media, in breach of their contracts of employment, involved the
performance of their normal work in a manner different from that in which it was
customarily performed. Nor was it ban, limitation or restriction on the performance of
their work. What was proposed was the taking of action above and beyond, and outside
the range of their normal work, rather than the placing of a restriction on its performance.
Relevance
When considering whether action is industrial action as defined in ss.19(1)(a) and (b) of
the Fair Work Act, it is necessary to look at the work of the employee and how it is
normally performed. A lack of any connection between that work or how it is usually
performed and the action suggests that the action is unlikely to fall within the definition of
industrial action. Note however, that in this case the Court did comment that the action
may have been characterised differently if the managers were interrupting other duties to
provide the information to the media.
Part 2 – What is industrial action?
Industrial action defined
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Case example:
Wearing campaign clothing – Action found to be industrial action
Australian Nursing Federation (Victoria Branch) v Mornington Peninsula Shire Council
[2011] FWA 4235 (Lawler VP, 4 July 2011).
Confirmed on appeal
[2011] FWAFB 4809 (Watson SDP, Kaufman SDP, Gooley C, 22 July 2011), [(2011) 210 IR 419].
Facts
The ANF applied for an order for a protected action ballot. That application was granted in
the first instance by the Commission. Mornington Peninsula Shire Council sought an
appeal of that decision on the grounds that, among other things, the action being
proposed regarding the wearing of campaign clothing did not constitute industrial action.
Outcome
The Full Bench dismissed the appeal and held that the term ‘the performance of work’
was not restricted to how the tasks associated with a particular job are performed. It
involved when work is performed, where work is performed, how work is performed and
the conditions under which work is performed. In relation to s.19(1)(b) it held that if an
employee is only prepared to perform work if they are wearing a particular item of
clothing then they are placing a limitation or restriction on the performance of work or on
the acceptance or offering for work. Accordingly such action was capable of being
characterised as industrial action.
Relevance
The Court may consider both the work an employee does and the circumstances in which
they do the work. Sections 19(1)(a) and (b) describe different circumstances. In order to
fulfil the definition in s.19(1)(a), the action must cause a particular result, namely a
restriction or limitation on, or a delay in the performance of work. It is not necessary for
the action to have that result to satisfy the definition in s.19(1)(b).
Part 2 – What is industrial action?
Industrial action defined
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Case example:
Placing material on vehicles – Action found to be industrial action
Australian Municipal, Administrative, Clerical and Services Union v Lend Lease [2014] FWC 5676
(Bissett C, 20 August 2014).
Facts
The union made an application for a protected action ballot order. Lend Lease raised
issues with a number of specific items of industrial action proposed by the union,
including:
• attaching, incorporating or distributing union and industrial campaign related
material to outgoing correspondence
• wearing, distributing and posting union campaign material such as t-shirts, badges,
written communications and stickers, and
• writing messages regarding agreement negotiations on vehicles.
Outcome
The Commission held that each of the items of proposed industrial action could constitute
industrial action within the meaning of the Fair Work Act.
Relevance
The Commission found that the placing of a slogan on a car may well fall within the
definition of ‘performance of work’ which includes when, where and how the work is
performed and the conditions under which work is performed. However, the content of
the message and the manner of affixing it to the vehicle may be relevant in determining if
the action is industrial action. The Commission noted that if the action resulted in the
destruction of or damage to property, the immunity provisions granted to protected
industrial action would not apply.
Part 2.1 – Unprotected industrial action
Industrial action defined
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Part 2.1 – Unprotected industrial action
Unprotected industrial action must have two elements, these being:
• the action must be industrial action, and
• the industrial action is not protected.
Industrial action does not include action by an employee if:
• the action was based on a reasonable concern of the employee about an imminent risk to
his or her health or safety, and
• the employee did not unreasonably fail to comply with a direction of his or her employer to
perform other available work, whether at the same or another workplace, that was safe and
appropriate for the employee to perform.
16
Case example:
Action found to NOT be protected industrial action
ASP Ship Management Pty Ltd v Maritime Union of Australia, The [2015] FWC 7898 (Cambridge
C, 17 November 2015).
Permission to appeal refused [2015] FWCFB 8057 (Watson VP, Gooley DP, Gostencnik DP,
4 December 2015), [(2015) 254 IR 143].
Facts
Employees of ASP Ship Management, who were members of the MUA, were refusing to
perform work as directed to enable the vessel MV Portland to sail from Portland, Victoria,
to Singapore where the ship was to be sold. ASP made an application for an order that the
industrial action stop, which was granted at first instance. On appeal, the MUA advanced
that the action taken was not industrial action on the basis that the direction of the
employer was not a reasonable or lawful direction. Further, the union asserted that the
one-way voyage of the MV Portland from Australia to Singapore was outside the scope of
employment and therefore did not constitute industrial action.
Outcome
The Commission found that uncertainties in relation to the details of the voyage (such as
the arrangements for repatriation to Australia) did not render the direction of the
employer unreasonable. The MUA’s argument that the direction fell outside the scope of
employment was also rejected.
The Commission determined that the action organised by the union and taken by its
members satisfied the definition of industrial action under the Fair Work Act and that
such action was not protected industrial action.
Relevance
A failure to comply with a lawful and reasonable direction to perform work may in some
circumstances constitue industrial action within s.19 of the Fair Work Act.
16
Fair Work Act s.19(2).
Part 2.1 – Unprotected industrial action
Industrial action defined
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Case example: Action found to NOT be protected industrial action once suitable alternative
work made available
The Australian Workers' Union v United Group Resources Pty Ltd; Automotive, Food, Metals,
Engineering, Printing and Kindred Industries Union v United Group Resources Pty Ltd
[2010] FWA 14 (Blair C, 7 January 2010).
Facts
Employees were advised that a substance suspected to be asbestos had fallen onto a
scaffold in the prefrack area during work on the Shell Geelong refinery refurbishment.
Employees were advised to remain in the sheds until the matter was resolved. The
incoming night shift presented for work at 7.00pm but did not commence work. At around
9.30pm a proposal was put forward by the respondent that work could commence in
other areas. This was rejected by the workers and after further discussions the night shift
employees left the site. The issue also impacted the day shift on the following Monday
morning, after more suspect material had been discovered over the weekend. The day
employees left the site after being advised at around 4.00pm that they would not be paid.
In both instances the night shift and day shift employees believed that there were genuine
concerns regarding occupational health and safety.
Outcome
The Commission was satisfied that the nightshift employees were not taking industrial
action for the first two and half hours of their shift because, during that time, they held a
reasonable concern about an imminent risk to their health or safety relating to the finding
of asbestos, sufficient to activate the exclusion in s.19(1)(c). However, later in the shift
suitable alternative work, within the meaning of s.19(1)(c)(ii) was available to them which
would have enabled them to complete their shifts. They left the site rather than perform
that suitable alternative work and in so doing commenced unprotected industrial action.
In relation to the day shift on the Monday, the Commission was satisfied that for part of
the shift the employees did hold a reasonable concern about an imminent risk to their
health and safety. However their decision later in the day to leave the workplace was due
to being advised that they would not be paid, rather than because of their concerns about
their safety.
Relevance
The ceasing of work due to a reasonable concern about an imminent risk to health or
safety may, in some circumstances, fall within the exceptions to the meaning of industrial
action. The exception would only arise where alternate, appropriate and safe work is
unavailable to be performed by the employees, either at the same site or another
workplace. Importantly, where suitable alternative duties do not become available until
some time after a risk is identified, it is possible that a refusal by employees to perform
work may not be industrial action for a particular period, but will be industrial action for
the period after that suitable work became available.
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Case example: Dismissal for active participation in unprotected action – Found to be valid
reason for dismissal
Petrunic v Q Catering Limited T/A Q Catering [2019] FWC 3981 (Hamberger SDP, 7 June 2019).
Facts
The applicant was dismissed after an investigation into her role in actively participating in
unprotected industrial action by in attending her workplace on a rostered day off, as well
as encouraging other employees to participate in unprotected industrial action by making
and distributing posters.
The unprotected industrial action, and the associated blockade of staff vehicles, meant
that the catering for flights due to leave from Sydney’s international and domestic
terminals on the morning of 15 June 2018 were not loaded. This resulted in 50 flights and
over 7,500 customers being adversely affected. In particular 12 international flights were
delayed, four of them by over two hours, (with consequent disruption to flight schedules
that extended into that afternoon), and three flights to New Zealand departed without
catering. There were also 22 domestic flights and 13 regional flights which were delayed
by up to 31 minutes and departed without catering.
Outcome
The Commission was satisfied that the respondent had a valid reason to dismiss the
applicant because of her conduct on 15 June 2018. The Commission also had regard to the
dishonest responses the applicant gave to her employer when she was given the
opportunity to respond to the allegations made against her.
The Commission was satisfied that the applicant’s dismissal was neither harsh, nor unjust
nor unreasonable. Accordingly, it was not unfair. The application was dismissed.
Relevance
The applicant was an active participant in the blockade of Q Catering’s premises. While
she was not actually at work that day, she supported and encouraged her colleagues to
engage in the stoppage. The stoppage and the associated blockade was intended to, and
did, have the effect of significantly impeding the respondent’s operations that day, in
support of certain employee demands. The action was not ‘protected’ by the Fair Work
Act. The applicant’s conduct in this regard was fundamentally inconsistent with the
obligations she owed to her employer.
Orders to stop or prevent unprotected industrial action
See Fair Work Act s.418
If it appears to the Commission that unprotected industrial action by one or more employees or
employers:
• is happening,
• is threatened, impending or probable, or
• is being organised,
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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the Commission must make an order that the industrial action stop, not occur or not be organised
(as the case may be) for a period specified in the order (the stop period).
17
Such an order may
contain provisions that seek to achieve that purpose in direct terms, and additional terms that are
necessary for, incidental to, or consequential upon the exercise of power for that purpose.
18
The Commission may make the order on its own initiative, or on application by:
• a person who is affected (whether directly or indirectly), or who is likely to be affected
(whether directly or indirectly), by the industrial action, or
• an organisation of which a person who is affected is a member.
In making the order, the Commission does not have to specify the particular industrial action,
however the order must be directed at the industrial action (existing or potential) which has been
identified, and be sufficient to disclose the legal operation of the order and provide sufficient
certainty to allow compliance with it.
19
The Commission’s power to make orders is limited to the
industrial action that is the subject of the application before it.
20
If the Commission is required to make an order stopping or preventing industrial action that was
authorised by a protected action ballot:
• some or all of which has not been taken before the beginning of the stop period, or
• which has not ended before the beginning of that stop period, or
• beyond that stop period;
the Commission may state in the order whether another protected action ballot is required before
the action can be engaged in after the end of that stop period.
21
Making an application
An application for an order to stop or prevent unprotected industrial action made to the Commission
must include a completed and signed application form [Form F14].
A draft order may also be included.
A draft order should identify industrial action by its nature and character in a way that is meaningful
for the parties.
22
Note: A party applying for an order should not seek to include a term in any order that is clearly
beyond power or is contrary to authority. The Commission’s powers in respect of these orders is
limited to stopping or preventing the industrial action. The Commission has held that orders
requiring that ‘employees be available for work, and perform work as required’ are clearly beyond
power.
23
17
United Voice v Foster's Australia Limited t/a Carlton and United Breweries Limited [2014] FWCFB 4104
(Hatcher VP, Gooley DP, Lee C, 2 July 2014) at paras 39–41.
18
ibid at para. 38.
19
Esso Australia Pty Ltd v The Australian Workers’ Union [2016] FCAFC 72 (25 May 2016) at paras 33, 48.
20
Transport Workers' Union of New South Wales v Australian Industrial Relations Commission [2008] FCAFC 26
(6 March 2008) at para. 39.
21
Fair Work Act s.418(4).
22
Esso Australia Pty Ltd v The Australian Workers’ Union [2016] FCAFC 72 (25 May 2016) at para. 54.
23
E. Allen and Ors v Fluor Construction Services Pty Ltd [2014] FWCFB 174 (Ross J, Gostencnik DP, Simpson C,
29 January 2014) at paras 45–47, [(2014) 240 IR 254].
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Links to application form
Form F14 – Application for an Order to Stop etc. (Unprotected) Industrial Action:
• www.fwc.gov.au/documents/forms/Form_F14.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F14.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Parties who are legally represented have a particular obligation to alert the Member to any term
sought that is beyond power or contrary to authority and should be prepared to canvass with the
Member the doubt as to power or argue that the contrary authority was incorrectly decided or is
otherwise distinguishable.
24
Case example:
Unprotected industrial action – Order made
Hansen Yuncken Pty Ltd and Ors v Deegan and Ors [2013] FWC 7505 (O’Callaghan SDP,
26 September 2013).
Facts
The application was made after employees working on the new Royal Adelaide Hospital
construction site (the nRAH) refused to return to work after expressing concern over
various safety issues.
The applicants submitted that the employees had been engaging in frequent unprotected
industrial action in the form of stoppages of work, a refusal to work overtime, and
reduced work outputs. The applicants further submitted that most of this industrial action
was taken on the basis of assertions that it was related to safety concerns which were not
based on any reasonable concern about an imminent risk to employee health and safety
such that work, or attendance at the nRAH was not possible.
The employees submitted that to the extent they had engaged in industrial action, that
action was specifically and legitimately related to reasonable concerns about health and
safety risks.
Outcome
The Commission considered the applicants’ detailed OHS policies as well as the Work
Health and Safety Act 2012 (SA). The Commission found that no basis for a stoppage of
work on the grounds of concerns about imminent serious risks to employee health or
safety had been established. The industrial action taken was unprotected. The
Commission was satisfied it was appropriate to make an order that industrial action stop
and not occur or be organised for a period of 6 months.
Relevance
Employee concern about safety risks must be represent reasonable concerns about
imminent risks to employee health or safety. In this case the concern was not reasonable
and the issues could have been dealt with in other ways.
24
ibid at para. 47.
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Case example:
Unprotected industrial action – Order made
AGL Loy Yang Pty Ltd t/a AGL Loy Yang v Construction, Forestry, Mining and Energy Union &
Anor [2017] FWC 432 (Roe C, 20 January 2017).
Facts
The application for an order under s.418 was made by AGL after it had been unable to
adequately staff shifts leading to the continued shut down of units and consequent loss of
income. The power station operated by AGL had four units. AGL had been unable to
achieve the minimum staffing levels specified in the Loy Yang Power Enterprise Agreement
2012 to operate all four units for nine of the last 11 shifts. AGL provided detailed evidence
of the approaches made to individual employees to try and cover staffing levels after an
unprecedented number of employees calling in sick and the refusal of other employees to
cover staffing vacancies. AGL also gave evidence of previous average numbers of
employees calling in sick.
Outcome
The Commission considered that industrial action was occurring and that it was likely that
it would continue. The industrial action in question was a ban or limitation on the
performance of overtime contrary to the Agreement or contrary to custom and practice
regarding availability for the performance of overtime. It was also the taking of
personal/carers leave under the Agreement or under the Fair Work Act in a manner that
resulted in a restriction or limitation on the performance of work. Having found that the
unprotected industrial action was occurring and probable, the Commission issued an
Order that that it was to stop for a period of one month.
Relevance
The Commission must be satisfied that unprotected industrial action is happening, is
probable or is being organised. It was not necessary in this matter for the ban or limitation
on work to be a total prohibition, it was sufficient that there has been a change to the
custom and practice in respect to these matters and that the change had been organised
in order to harm AGL.
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Case example:
Unprotected industrial action – Order made
Victorian WorkCover Authority t/a WorkSafe Victoria v CPSU, the Community and Public Sector
Union [2017] FWC 3645 (Wilson C, 10 July 2017).
Facts
The application for an order under s.418 was made by Victorian WorkCover Authority t/a
WorkSafe Victoria (WorkSafe) after the CPSU circulated a newsletter on 5 July 2017 to
members employed by WorkSafe indicating an intention to take industrial action in
several forms. Worksafe argued that the matters indicated in the newsletter should be
regarded as industrial action within meaning of s.19 of the Fair Work Act. The CPSU did
not contest the newsletter, its terms, or its circulation to member employees. WorkSafe
argued that the matters indicated in the newsletter would be contrary to its usual work
practices if implemented, and would have a serious and negative impact on WorkSafe's
capacity to undertake its work.
Outcome
The Commissioner found that items 2 to 6 of the CPSU newsletter were industrial action,
and that each was not protected industrial action. The Commissioner was satisfied that
the newsletter advised action to be taken by member employees and encouraged them to
pass the newsletter on to non-member employees. The Commissioner was satisfied that
the action in the newsletter amounted to industrial action within the meaning of s.19 of
the Fair Work Act because if taken, the action would result in the performance of work by
an employee in a manner different from that in which it is customarily performed or the
adoption of a practice in relation to work, the result of which is a restriction or limitation
on or delay in performance of work. Having found that the unprotected industrial action
was threatened, impending, probable or was being organised, the Commissioner issued
an Order that that it was to stop for a period of one month.
Relevance
The Commissioner must be satisfied that unprotected industrial action is happening, is
threatened, impending probable, or is being organised. It was sufficient in this case that
the Commissioner was satisfied that the threatened action, if taken, would result in the
performance of work in a manner different from that in which it was customarily
performed or the adoption of a practice in relation to the work, the result of which is a
restriction or limitation on or delay in performance of work.
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Case example:
Unprotected industrial action – Covert industrial action – Order made
Hillsbus Co. P/L v Bajwa and Others [2018] FWC 6861 (Cambridge C, 12 November 2018).
Facts
Hillsbus sought an order that unprotected industrial action by employees stop. It alleged
that 128 employees engaged in unprotected industrial action as part of bargaining for new
enterprise agreement by commencing what was described as a ‘ collective personal leave
campaign’. Hillsbus conducts a public transport business relevantly operating as a bus
service in New South Wales.
On 7 November 2018 128 employees claimed personal leave. This ‘campaign’ significantly
impacted the operations of Hillsbus, with the result that a substantial number of bus
services were delayed, cancelled or otherwise disrupted. Significant numbers of members
of the travelling public were adversely impacted as the employer was unable to operate
approximately 300 specific services including school bus services, as a result of the
extraordinary number of employees absent on personal leave that day.
Outcome
After the Commission issued an urgent notice of listing, a hearing was held on 8
November 2018. There was no appearance by or on behalf of any of the 128 named
individual respondents.
The Commission was persuaded to issue Interim Orders and provide for a further hearing.
The further hearing provided opportunity for the named respondents to be heard.
The material, submissions and statements provided by the various respondents broadly
indicated the reason(s) for their individual personal leave absence on 7 November 2018.
The Commission held that whilst this material would likely satisfy the basis which would
oblige the employer to make payment in respect of the personal leave absence of that
particular individual, it may not satisfy the Commission that the resultant collective
personal leave campaign was anything other than unprotected industrial action.
The Commission was satisfied that the meaning of industrial action contained in s.19 of
the Fair Work Act had occurred and that the industrial action was not protected. The
Commission made an Order that the industrial action stop, not occur and not be organised
for the stop period determined to be until 30 November 2018.
Relevance
The Commission found when properly examined the collective personal leave campaign
represented covert industrial action involving large number of individuals making claim for
personal leave such that there could be no proper basis to establish this event was
nothing more than an unusual coincidence.
The determination that the respondents had taken unprotected industrial action meant
that, although the individual applications for personal leave would otherwise require the
employer to make payment for their absence on 7 November 2018, no payment could be
made by the employer to any of the individual respondents in respect to the period during
which they participated in unprotected industrial action. This means that the 128
employees will have their personal leave balance debited for their absence , however the
employer is prohibited from making any payment in respect of the absence which has
been found to have been unprotected industrial action.
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Related information
•
What is a day?
Interim orders
See Fair Work Act s.420
Application must be determined within 2 days
As far as practicable, the Commission must determine an application for an order to stop or prevent
industrial action within two days after the application is made.
25
Despite the need for quick action, s.420 recognises that it may not be practicable for an application
to be determined within the two day period. One of the practicalities is the obligation to give
procedural fairness to the respondent. The provision of a reasonable opportunity for a party to
present its case may in the circumstances of the particular case mean that the application cannot be
determined within the two days. The content of the requirement to give procedural fairness is then
affected by the obligation of the Commission under s.420(2) to make an interim order that the
industrial action stop, not occur or not be organised, subject only to the public interest.
26
The legislation does not pursue quick actionat all costs. The legislation does not make the
determination of the application within two days a complete goal in itself, but requires that the
period be taken into account and given weight in deciding what will be a reasonable opportunity for
a party to present its case. Quick action does not trump procedural fairness.
27
Requirement to make an interim order
If the Commission is unable to determine the application within the two day period, the Commission
must, within that period, make an interim order that the industrial action to which the application
relates stop, not occur or not be organised (as the case may be).
28
Before making an interim order the Commission must be satisfied that it is unable to determine the
application within the two day period. If the Commission is not satisfied of this then it is under no
duty, and has no power, to make an interim order.
29
The requirements of procedural fairness apply to the making of an interim order under s.420(2),
although depending on the circumstances the requirement to hear an affected party may be
restricted by the time constraints imposed by ss.420(1) and (2).
30
25
Fair Work Act s.420(1); see for eg Maritime Union of Australia, The v Patrick Stevedores Holdings Pty Limited
[2014] FWCFB 657 (Hatcher VP, Catanzariti VP, Roberts C, 31 January 2014) at para. 13, [(2014) 240 IR 146];
citing McKewin v Lend Lease Project Management & Construction (Australia) Pty Ltd [2013] FWCFB 2568
(Hatcher VP, Sams DP, Bull C, 3 May 2013) at para. 27, [(2013) 233 IR 252].
26
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union v
Abigroup Contractors Pty Ltd [2013] FCAFC 148 (6 December 2013) at para. 132.
27
ibid., at para.133.
28
Fair Work Act s.420(2).
29
McKewin v Lend Lease Project Management & Construction (Australia) Pty Ltd [2013] FWCFB 2568 (Hatcher
VP, Sams DP, Bull C, 3 May 2013) at para. 28, [(2013) 233 IR 252]; see for eg Construction, Forestry, Maritime,
Mining and Energy Union v DP World Melbourne Limited and Others [2019] FWCFB 6430 (Gostencnik DP,
Millhouse DP, Spencer C, 19 September 2019).
30
ibid., at paras 37–38.
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However, the Commission must not make the interim order if the Commission is satisfied that it
would be contrary to the public interest to do so.
31
For example, the Commission has refused to
make an interim order in a matter which could not be determined within two days but would be
resolved within 24 hours after the end of the two day period and where there was no evidence that
anything of significance would happen before the matter was finalised.
32
The obligation to make an interim order exists regardless of the strength or weakness of the case
and regardless of whether the respondent has had a reasonable opportunity to present a case
against the making of such an order.
33
In making the interim order, the Commission does not have to specify in the order the particular
industrial action.
An interim order continues in operation until the application is determined.
Case example:
Interim order made
Construction, Forestry, Mining and Energy Union v Hooker Cockram Projects NSW Pty Ltd
[2011] FWAFB 3658 (Harrison SDP, Richards SDP, Williams C, 21 June 2011), [(2011) 210 IR 397];
[2012] FWAFB 3738 (Harrison SDP, Richards SDP, Williams C, 3 May 2012).
Facts
Various actions taken by the union resulted in employees of the company ceasing work.
The reasons for the stoppages were principally associated with health and safety issues.
The company accepted that the project had generated health and safety concerns
however it detailed action it had taken by identifying risks and undertaking remediation
work. Work stoppages continued. Numerous meetings were held however the union and
employees continued to have concerns about health and safety risks. The company was of
the view that adequate steps had been taken to warrant the resumption of normal work.
The company made an application under s.418 for an order to stop the industrial action.
The Commisison ruled that it could not deal with the s.418 application to completion
within the two day period prescribed in s.420(1) and made an interim order stopping the
industrial action.
The union appealed the decision on several grounds including challenging several aspects
of the terms of the interim order.
Outcome
In considering the terms of the interim order the Full Bench had concerns about the scope
of the order which issued. The order placed obligations on all employees of the company,
both those who were members of the union and those who were not. The Full Bench
found that the service of the initial application (and notice of the hearing) was only made
on the union. This was not in accordance with the rules and no order for substituted
service was sought. It seemed that no attempt was made by the company to bring the
application to the attention of its employees.
The Full Bench also had concerns about the provisions of clause 6 of the interim order.
The clause provided that whenever a person sought to rely on the health and safety
31
Fair Work Act s.420(3).
32
See for eg Australian Capital Territory v Australian Education Union [2010] FWA 3454 (Deegan C, 29 April
2010).
33
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union v
Abigroup Contractors Pty Ltd [2013] FCAFC 148 (6 December 2013) at para. 132.
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Case example:
Interim order made
exclusion set out in s.19(2)(c), that person had the burden of proving the exemption
applied. The Full Bench could not identify a burden of proof provision in the definition of
industrial action in s.19 nor in ss.418 and 420.
After consideration the Full Bench held that the public interest was not enlivened and
permission to appeal was not granted.
Note: The application made under s.418 was withdrawn by the company and no final
order was made. With the withdrawal of the s.418 application the interim order ceased to
operate.
Relevance
In drafting a draft order a party must ensure that the scope of the order is appropriate,
and that there are no requirements over and above the provisions of the legislation, such
as the inclusion of the burden of proof requirement in this matter where there is no such
requirement in the Fair Work Act.
Case example:
Interim order quashed – ‘48 hours’ not the same as ‘2 days’
Construction, Forestry, Maritime, Mining and Energy Union v DP World Melbourne Limited and
Others [2019] FWCFB 6430 (Gostencnik DP, Millhouse DP, Spencer C, 19 September 2019).
Facts
At first instance the Commission made an interim order after determining that an
application by DP World for an order that unprotected industrial action stop under s.418
of the Fair Work Act could not be determined within two days.
The application was lodged at approximately 4:35pm on 23 July 2019. The matter was
listed for hearing at 3:30pm on 24 July 2019. Shortly after the hearing commenced, the
CFMMEU applied for the hearing to be adjourned until 2:15pm on 25 July 2019, stating
that it had not been in a position to obtain full instructions to enable it to prepare for a
hearing and to cross examine witnesses to be called by DP World, and it had not had
adequate opportunity to respond to DP World’s materials served earlier that afternoon.
DP World opposed the adjournment and submitted ‘We are 24 hours into the two day
period and if … we were to accept his timetable and to be back here at 2.15, there's every
prospect that this matter wouldn't be dealt with within the two day timeframe, which
would take us to 4.35 tomorrow.’
After an adjournment the Deputy President announced that she was ‘not persuaded, as it
currently stands, that to resume the hearing at 2.15 tomorrow would enable the matter
to be heard, including at least two witnesses, and you may have a third or more, and
determined by 4.35 pm tomorrow.’ The Deputy President adjourned the matter until 2
August and said that as she was ‘unable to determine the application within two days of it
being made and, accordingly, pursuant to section 420 of the Act, I consider I am required
to make an interim order.’ The Interim Order was issued later that evening (24 July 2019).
The CFMMEU appealed the order. The grounds for appeal included an allegation of a
denial of procedural fairness, that the Deputy President erred in failing to attempt to
determine the application within two days after it was made, and the proper construction
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Case example:
Interim order quashed – ‘48 hours’ not the same as ‘2 days’
of the phrase ‘within 2 days after the application is mad’ in s.420(1) and consequently
‘within that period’ in s.420(2).
Outcome
The Full Bench granted permission to appeal and first looked at the proper construction of
ss.420(1) and (2) of the Fair Work Act.
The Full Bench found that the Deputy President concluded that she could not determine
the application within a period of 48 hours after the application was made (that is by
4:35pm on 25 July 2019). In so doing, the Deputy President misconstrued the
requirements in ss.420(1) and (2). The requirement in s.420(1) is that as far as practicable,
the Commission must determine an application for an order under ss.418 or 419 within ‘2
days’ after the application is made, not ‘48 hours’. Therefore the Deputy President was
required, as far as practicable, to determine DP World’s application by midnight on 25 July
2019.
As a precondition to the making of the Interim Order under s.420(2), the Deputy President
was required, within the 2 day period, to reach a conclusion that she is unable to
determine the application within the period specified in s.420(1). Absent such a
conclusion, the Commission is under no duty, and has no power, to make an interim
order.
The Full Bench found that the Deputy President erred in her construction of s.420(1) and
consequently of s.420(2). There was nothing on the face of the record or in the material in
the Appeal Book which suggests that the Deputy President turned her mind to whether
she was unable to determine the matter by midnight on 25 July 2019. There is also
nothing in that material which would suggest that the Deputy President was unable to do
so. In those circumstances, it cannot be said that a different outcome might not have
been obtained. The application could have been heard and determined to finality and the
CFMMEU could have succeeded in part or in whole in resisting the making of any order
under s.418.
The Full Bench held that given the erroneous construction as to the period of time within
which the application had to be determined and upon which the Deputy President
proceeded to make the Interim Order, the Deputy President was neither required nor
empowered to make it.
The appeal was upheld. The Interim Order and the decision to make it were quashed.
Relevance
Whether the Commission is unable to determine an application under, relevantly, s.418
within 48 hours is not the question posed by s.420(2). The requirement in s.420(1) is that
as far as practicable, the Commission must determine an application for an order under
ss.418 or 419 within ‘2 days’ after the application is made, not ‘48 hours’. Therefore the
Deputy President was required, as far as practicable, to determine DP World’s application
by midnight on 25 July 2019. The failure to reach the correct conclusion means in the
circumstances of this case that the Deputy President was neither obliged nor empowered
to make the Interim Order.
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Orders to stop or prevent unprotected industrial action
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Industrial action outside the national system
See Fair Work Act s.419
As set out in Part 1 – How to use this benchbook, only national system employees and national
system employers can participate in protected industrial action under the Fair Work Act. This means
that industrial action taken by non-national system employees will not be protected industrial action
under the Fair Work Act. However the Commission has power to make orders for industrial action
taken by persons outside of the national system to stop, if the industrial action is likely to have the
effect of causing substantial loss or damage to the business of a constitutional corporation.
Stop orders etc.
If it appears to the Commission that industrial action by one or more non-national system employees
or non-national system employers is:
• happening,
• threatened, impending or probable, or
• being organised, and
will, or would, be likely to have the effect of causing substantial loss or damage to the business of a
constitutional corporation; then the Commission must make an order that the industrial action stop,
not occur or not be organised (as the case may be) for a period specified in the order.
The Commission may make the order on its own initiative, or on application by:
• a person who is affected (whether directly or indirectly), or who is likely to be affected
(whether directly or indirectly), by the industrial action, or
• an organisation of which a person who is affected is a member.
In making the order, the Commission does not have to specify the particular industrial action.
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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An order (or interim order) for employees or employers to stop or prevent industrial
action only applies to unprotected industrial action.
Related information
• Interim orders
Contravening an order
See Fair Work Act s.421
A person to whom an order to stop or prevent industrial action applies must not contravene a term
of the order. This includes an interim order.
Note: This is a civil remedy provision.
However, a person is not required to comply with an order if:
• the order is an order that industrial action stop, not occur or not be organised (under s.418),
or an interim order (under s.420) that relates to an application for an order that industrial
action stop, not occur or not be organised, and
• the industrial action to which the order relates is, or would be, protected industrial action.
Injunctions
A court may grant an injunction on such terms as considered appropriate if:
• a person affected by the contravention or an inspector has applied for the injunction, and
• the court is satisfied that another person to whom the order applies has contravened, or
proposes to contravene, a term of the order.
Part 2.1 – Unprotected industrial action
Orders to stop or prevent unprotected industrial action
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Contravening an order to stop – Flowchart
Industrial action by one or more employees or
employers that is not, or would not be, protected
industrial action:
• is happening
• is threatened, impending or probable, or
• is being organised.
Application made using Form F14 – Application
for an Order to Stop etc. (Unprotected) Industrial
Action made to Commission.
Commission makes an order that the industrial
action stop, not occur or not be organised (as the
case may be) for the stop period.
Industrial action continues in contravention of
the Commission order.
A person affected by the contravention, or a Fair
Work Inspector, may make an application to the
Courts for the enforcement of the Commission
order.
If the Court is satisfied that a person has
contravened, or proposes to contravene, a civil
remedy provision, the Court may make any order
the Court considers appropriate.
The maximum penalty that can be ordered by the
court:
• for an individual – 60 penalty units = $18,780
• for a body corporate – 5 x 60 penalty units =
$93,900
Part 2.2 – Protected industrial action
Immunity
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Related information
• Employee claim action
• Employer response action
• Employee response action
• Common requirements
Part 2.2 – Protected industrial action
See Fair Work Act s.408
Industrial action can only be protected industrial action for a proposed enterprise agreement if it is
one of the following:
• employee claim action for the agreement
• employer response action for the agreement, or
• employee response action for the agreement.
Under previous legislation there was scope for an employer to take employer claim action
34
however
this was removed with the introduction of the Fair Work Act.
Under the Fair Work Act employer industrial action can only be protected where the employer locks
out employees in response to employee industrial action.
35
Immunity
See Fair Work Act s.415
No action lies under any law (whether written or unwritten) in force in a State or Territory in relation
to any industrial action that is protected industrial action unless the industrial action has involved or
is likely to involve:
• personal injury
• wilful or reckless destruction of, or damage to, property, or
• the unlawful taking, keeping or use of property.
However, this does not prevent an action for defamation being brought in relation to anything that
occurred in the course of industrial action.
34
Workplace Relations Act 1996 (Cth) s.435(3).
35
Fair Work Act ss.408(b), 410.
Part 2.2 – Protected industrial action
Immunity
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Case example:
NO immunity from legal action
BlueScope Steel (AIS) Pty Ltd v Australian Workers’ Union (No 1) [2012] FCA 935 (28 August 2012),
[(2012) 226 IR 149].
Facts
BlueScope operate a blast furnace which produces 300 tonnes of molten iron ore per
hour. The AWU gave BlueScope notice of the intention of its members to take ‘protected
industrial action’. It proposed that both the day shift and the night shift would stop for
four hours.
BlueScope submitted that it was not feasible to have two stoppages of four or more hours
unless there was at least 16 hours between the stoppages. There were considerable
difficulties in turning the blast furnace on and off. The furnace must also be regularly
emptied of the molten iron ore which collects at its base. If this is not done, molten iron
ore will do significant internal damage to the furnace. Bluescope sought an interlocutory
injunction to prevent the industrial action from occurring.
Outcome
The Federal Court held that there was a triable issue as to whether the potential
abandonment or neglect of the blast furnace, in the manner proposed by the AWU in
taking the industrial action, involved or was likely to involve ‘reckless destruction of, or
damage to, property’. Accordingly, there was a triable issue as to whether the immunity
on the protected industrial action conferred by s.415(1) of the Fair Work Act was lifted. As
a consequence, there was a triable issue as to whether Bluescope was entitled to pursue a
claim in tort against the AWU in relation to that industrial action.
The Court directed that the parties agree on a form of order which included that:
• stoppages not exceed four hours in duration
• stoppages to have at least 16 hours between them, and
• there was to be no stoppage if there was a disruption of, or irregularity within, the
blast furnace at the time the stoppage was due to start.
Relevance
Just because industrial action is ‘protected’ under s.408 does not mean that legal action
cannot be taken in regard to the industrial action where the exceptions in the immunity
provisions of s.415(1) are met.
Note: This was a decision about whether to issue an interlocutory injunction.
Part 2.2 – Protected industrial action
Common requirements
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Note: The Enterprise Agreements Benchbook contains detailed information and links
to cases setting out types of agreements and the process involved to make, vary and
terminate them; including information on types of agreement.
You can access the Benchbook through the following link:
www.fwc.gov.au/resources/benchbooks/enterprise-agreements-benchbook
Common requirements
See Fair Work Act s.413
Protected industrial action must meet the common requirements set out in the Fair Work Act.
The common requirements for industrial action to be protected industrial action for a proposed
enterprise agreement are:
• that the proposed agreement is not a greenfields agreement or multi-enterprise agreement
• that the parties are genuinely trying to reach an agreement
• that the parties have met any notice requirements set out in the Fair Work Act
• that the parties have complied with orders made relating to industrial action which relates
to the proposed agreement or bargaining
• that no industrial action can commence before the enterprise agreement being replaced has
passed its nominal expiry date, and
• that there are no current suspension or termination orders, or serious breach declarations,
in relation to the agreement.
These requirements are set out in detail below.
Type of proposed enterprise agreement
The industrial action must not relate to a proposed enterprise agreement that is a greenfields
agreement or multi-enterprise agreement.
A greenfields agreement is an enterprise agreement relating to a genuine new enterprise (including
a new business, activity, project or undertaking) which is made at a time when the employer or
employers have not yet employed any of the persons who will be necessary for the normal conduct
of the enterprise and who will be covered by the agreement.
A multi-enterprise agreement is an enterprise agreement made between two or more employers
(that are not engaged in a joint venture or common enterprise and are not related bodies corporate)
and employees.
Part 2.2 – Protected industrial action
Common requirements
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Related information
•
Notice requirements
Genuinely trying to reach an agreement
The persons organising or engaging in industrial action, including where there are bargaining
representatives for a proposed enterprise agreement, must be genuinely trying to reach agreement.
There are no rigid rules regarding the the required point of negotiation that must be reached before
this requirement is met. All the relevant circumstances must be assessed to establish whether this
test has been met.
36
The existence of claims for non-permitted matters does not support a finding that an organisation
was not genuinely trying to reach an agreement.
37
There is no reason why questions of scope cannot be included in bargaining in the context of a single
interest employer authorisation and the mere fact that a bargaining representative puts scope in
issue does not mean the bargaining representative is not genuinely trying to reach an agreement.
38
Notice requirements
The notice requirements set out in the Fair Work Act must have been met in relation to the
industrial action.
The notice requirements for each of the three types of protected industrial action differ and are set
out in detail in Part 3.3.
Compliance with orders
Section 413(5) is concerned with contraventions of orders that have been made during the course of
bargaining for the agreement. This can include a contravention of an order that subsequently has
ceased to apply.
39
The section provides that bargaining representatives and employees organising or
engaging in industrial action must not have contravened any orders that apply to them and that
relate to the agreement, a matter that arose during bargaining for the agreement, or related
industrial action.
If any bargaining representatives or employees organising or engaging in industrial action have
contravened an order, then any industrial action organised or engaged in will not be protected
industrial action.
40
36
Total Marine Services Pty Ltd v Maritime Union of Australia [2009] FWAFB 368 (Watson VP, Hamberger SDP,
Roberts C, 9 October 2009); see also Esso Australia Pty Ltd v Automotive, Food, Metals, Engineering, Printing
and Kindred Industries Union known as the Australian Manufacturing Workers' Union and Ors [2015] FWCFB
210 (Ross J, Hatcher VP, Simpson C, 10 February 2015) at paras 34–35, 57–59.
37
Construction, Forestry, Mining and Energy Union-Mining and Energy Division v AGL Loy Yang Pty Ltd T/A AGL
Loy Yang [2016] FWCFB 6332 (Drake SDP, Asbury DP, Cambridge C, 21 Sertember 2016) at para. 40.
38
Stuartholme School and Others v Independent Education union of Australia [2010] FWAFB 1714 (Giudice J,
Hamberger SDP, Spencer C, 3 March 2010) at para. 25.
39
Esso Australia Pty Ltd v The Australian Workers' Union; The Australian Workers' Union v Esso Australia Pty
Ltd [2017] HCA 54 (6 December 2017) at paras 41, 51–52.
40
ibid., at para. 64.
Part 2.2 – Protected industrial action
Common requirements
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Related information
• No action to be taken before nominal expiry date of current
agreement
It is not necessary that the order must be one that continues in operation at the time of the
proposed protected industrial action, or with which it is still possible to comply at that time, or that
it be an order that would apply to the proposed protected industrial action.
41
The Commission has broad powers under s.603 of the Fair Work Act to vary or revoke orders,
including power to vary or revoke orders retrospectively.
42
Hence, if a document cannot be filed within the time specified in an order made by the Commission,
an application might be made for the time to be enlarged, or alternatively for the order to be
revoked and a new order made allowing greater time, and, if there were good reason for the failure
to file the document timeously, no doubt time would be enlarged, especially when it is appreciated
that to refuse to enlarge time would preclude the possibility of protected industrial action by reason
of s.413(5).
43
If, in exercise of the power conferred by s.603, an order were made by the Commission varying or
revoking a previous order with effect from a time earlier than the alleged contravention, the effect
would be that there would not have been a contravention of the order.
44
No industrial action before agreement’s nominal expiry date
The person organising or engaging in the industrial action must not organise or engage in the
industrial action before the nominal expiry date of an existing enterprise agreement which is being
replaced.
No suspension or termination order is in operation
None of the following must be in operation in relation to the agreement:
• an order suspending or terminating industrial action
• a Ministerial declaration terminating industrial action, or
• a serious breach declaration.
A serious breach declaration can be made by the Commission where there are serious and sustained
contraventions of a bargaining order that significantly undermine the bargaining process for a
proposed enterprise agreement.
45
41
Esso Australia Pty Ltd v The Australian Workers' Union; The Australian Workers' Union v Esso Australia Pty
Ltd [2017] HCA 54 (6 December 2017) at para. 41.
42
ibid., at para. 49.
43
ibid., at para. 50.
44
ibid., at para. 50.
45
Fair Work Act s.235.
Part 2.2 – Protected industrial action
Employee claim action
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Employee claim action
See Fair Work Act s.409
The majority of protected industrial action taken is employee claim action. The following diagram
illustrates the process by which industrial action may be taken that is protected.
Employee claim action process under the Fair Work Act
Part 2.2 – Protected industrial action
Employee claim action
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Example
The Commission would expect an official of a union with extensive experience in enterprise
bargaining to have a greater appreciation of the limits of the permitted matters than a novice
employee bargaining representative who has been appointed by his or her colleagues to
represent them in bargaining with the employer.
48
Employee claim action is industrial action for a proposed enterprise agreement:
• that is organised or engaged in for the purpose of supporting or advancing claims in relation
to the agreement, and
• where the claims are only about, or reasonably believed to be about, permitted matters.
The industrial action must be organised or engaged in:
• against an employer that will be covered by the proposed enterprise agreement, and:
o by a bargaining representative of an employee who will be covered by the proposed
enterprise agreement, or
o by an employee who is included in a group or groups of employees specified in a protected
action ballot order for the industrial action.
Note: If a union is a bargaining representative of an employee who will be covered by the proposed
enterprise agreement, the reference to a bargaining representative of the employee includes a
reference to an officer of the union.
46
What constitutes a reasonable belief depends on the circumstances of the case and the person
concerned.
47
Permitted matters
See Fair Work Act s.172(1)
The following matters are permitted to be included in an enterprise agreement:
• matters pertaining to the employer – employee relationship
• matters pertaining to the employer – union relationship
• terms about deductions from wages, and
• terms about how the agreement will operate.
46
Fair Work Act s.409(7).
47
Esso Australia Pty Ltd v Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union known
as the Australian Manufacturing Workers' Union and Ors [2015] FWCFB 210 (Ross J, Hatcher VP, Simpson C,
10 February 2015) at para. 40; citing Australian Postal Corporation v Communications, Electrical, Electronic,
Energy, Information, Postal, Plumbing and Allied Services Union of Australia-Communications Division [2010]
FWAFB 344 (Kaufman SDP, Ives DP, Lewin C, 20 January 2010) at para. 48.
48
Explanatory Memorandum to Fair Work Bill 2008 at para. 1642.
Part 2.2 – Protected industrial action
Employee claim action
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Related information
• Common requirements
• Part 3.1 – Protected action ballots
•
Pattern bargaining
Requirements for employee claim action
See Fair Work Act s.409
The Fair Work Act sets out specific requirements which must be met before employee claim action
can be taken:
• employee claim action must be authorised by a protected action ballot
• employee claim action must not be in support of or to advance claims to include unlawful
terms in the agreement
• a bargaining representative of an employee who will be covered by the proposed enterprise
agreement must not be engaging in pattern bargaining in relation to the proposed
enterprise agreement, and
• the employee claim action must not, if it is being organised or engaged in by a bargaining
representative, relate to a significant extent to a demarcation dispute or contravene a
Commission order that relates to a significant extent to a demarcation dispute.
Unlawful terms
See Fair Work Act s.194
Employee claim action must not be in support of or to advance claims to include unlawful terms in
an enterprise agreement.
49
A term of an enterprise agreement is an unlawful term if it is:
• a discriminatory term
• an objectionable term
• a term that would allow an employee or employer to opt-out of coverage of the agreement
• an objectionable emergency management term
49
Fair Work Act s.409(3).
Note: The Enterprise Agreements Benchbook contains detailed information and links
to cases setting out types of agreements and the process involved to make, vary and
terminate them; including information on types of agreement.
You can access the Benchbook through the following link:
www.fwc.gov.au/resources/benchbooks/enterprise-agreements-benchbook
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• a term, where an employee would be protected from unfair dismissal after completing the
minimum employment period, that confers an entitlement or remedy in relation to unfair
termination of the employee’s employment before the employee has completed that period
• a term that excludes the application of the unfair dismissal provisions in Part 3–2 of the Fair
Work Act to a person, or modifies the application of these provisions in a way that is
detrimental to, or in relation to, a person
• a term that is inconsistent with a provision of Part 3–3 of the Fair Work Act (which deals with
industrial action)
• a term that provides for an entitlement to enter premises for certain purposes, which is not
in accordance with the right of entry provisions in Part 3–4 of the Fair Work Act
• a term that provides for the exercise of a State or Territory OHS right other than in
accordance with the right of entry provisions in Part 3–4 of the Fair Work Act, or
• a term that requires or permits superannuation contributions for a default fund employee to
be made to a superannuation fund that does not satisfy one of the following:
o offers a MySuper product
o is an exempt public sector scheme, or
o is a fund of which a relevant employee is a defined benefit member.
Meaning of ‘discriminatory’ term
As set out above, a discriminatory term is also an unlawful term. A discriminatory term is a term that
discriminates against an employee covered by the enterprise agreement because of, or for reasons
including race, colour, sex, sexual orientation, age, physical or mental disability, marital status,
family or carer’s responsibilities, pregnancy, religion or political opinion, national extraction or social
origin.
50
A term of an enterprise agreement does not discriminate against an employee:
• if the reason for the discrimination is the inherent requirements of the particular position
concerned, or
• merely because it discriminates, in relation to employment of the employee as a member of
the staff of an institution that is conducted in accordance with the doctrines, tenets, beliefs
or teachings of a particular religion or creed:
o in good faith, and
o to avoid injury to the religious susceptibilities of adherents of that religion or creed.
A term of an enterprise agreement does not discriminate against an employee merely because it
provides for wages for:
• all junior employees, or a class of junior employees, or
• all employees with a disability, or a class of employees with a disability, or
• all employees to whom training arrangements apply, or a class of employees to whom
training arrangements apply.
An inherent requirement is something essential to the position, rather than something added to it.
51
50
Fair Work Act s.195.
51
Qantas Airways Ltd v Christie [1998] HCA 18 (19 March 1998) at para. 31, [(1998) 193 CLR 280]; see also
Cramer v Smithkline Beecham [1997] FCA 606 (2 July 1997).
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Meaning of ‘objectionable’ term
As noted above, an objectionable term is also an unlawful term. Employee claim action must not be
in support of or seek to advance claims to include unlawful terms in an enterprise agreement.
An objectionable term is a term that requires or permits a contravention of the Fair Work Act’s
general protections provisions or the payment of a bargaining services fee.
52
A bargaining services fee is any fee payable to an industrial association, or to someone in lieu of an
industrial association, for the provision of bargaining services. This does not include membership
fees.
53
Industrial associations can offer bargaining services on a fee for service basis where an
individual voluntarily enters into a contract.
54
Meaning of ‘objectionable emergency management’ term
As set out above, a objectionable emergency management term is also an unlawful term. Employee
claim action must not be in support of or seek to advance claims to include unlawful terms in an
enterprise agreement.
A term of an enterprise agreement is an objectionable emergency management term if an
employer covered by the agreement is a designated emergency management body and the term
has, or is likely to have, the effect of:
• restricting or limiting the body’s ability to do any of the following:
o engage or deploy its volunteers
o provide support or equipment to those volunteers
o manage its relationship with, or work with, any recognised emergency management body in
relation to those volunteers
o otherwise manage its operations in relation to those volunteers, or
• requiring the body to consult, or reach agreement with, any other person or body before
taking any action for the purposes of doing anything mentioned in s.195A(1)(a), or
• restricting or limiting the body’s ability to recognise, value, respect or promote the
contribution of its volunteers to the well-being and safety of the community, or
• requiring or permitting the body to act other than in accordance with a law of a State or
Territory, so far as the law confers or imposes on the body a power, function or duty that
affects or could affect its volunteers.
55
However, a term of an enterprise agreement is not an objectionable emergency management term
if:
• both of the following apply:
o the term provides for the matters required by s.205(1)–(1A) (which deal with terms about
consultation in enterprise agreements)
o the term does not provide for any other matter that has, or is likely to have, the effect
referred to in s.195A(1), or
• the term is the model consultation term.
52
Fair Work Act s.12.
53
Fair Work Act s.353(2).
54
Explanatory Memorandum to Fair Work Bill 2008 at para. 1436.
55
Fair Work Act s.195A.
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Sections 195A(1)(a), (b), (c) and (d) do not limit each other.
Meaning of designated emergency management body
A body is a designated emergency management body if:
• either:
o the body is, or is a part of, a fire-fighting body or a State Emergency Service of a State or
Territory, or
o the body is a recognised emergency management body that is prescribed by the
regulations
56
for the purposes of s.195A(4), and
• the body is, or is a part of a body that is, established for a public purpose by or under a law
of the Commonwealth, a State or a Territory.
However, a body is not a designated emergency management body if the body is, or is a part of a
body that is, prescribed by the regulations
57
for the purposes of this subsection.
Meaning of volunteer of a designated emergency management body
A person is a volunteer of a designated emergency management body if:
• the person engages in activities with the body on a voluntary basis (whether or not the
person directly or indirectly takes or agrees to take an honorarium, gratuity or similar
payment wholly or partly for engaging in the activity), and
• the person is a member of, or has a member-like association with, the body.
Limited application of objectionable emergency management term for certain terms
If:
• a term of an enterprise agreement deals to any extent with the following matters relating to
provision of essential services or to situations of emergency:
o directions to perform work (including to perform work at a particular time or place, or in a
particular way)
o directions not to perform work (including not to perform work at a particular time or place,
or in a particular way), and
• the application of s.195A(1) in relation to the term would (apart from this subsection) be
beyond the Commonwealth’s legislative power to the extent that the term deals with those
matters;
then s.195A(1) does not apply in relation to the term to that extent.
Note: See paragraph (l) of the definition of excluded subject matter in s.30A(1) and s.30K(1).
56
As at the date of publication of this Benchbook no regulations have been made.
57
As at the date of publication of this Benchbook no regulations have been made.
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The trigger for employer response action is that employees have taken employee claim
action.
60
Employer response action
See Fair Work Act s.411
Employer response action for a proposed enterprise agreement means industrial action that:
• is organised or engaged in as a response to industrial action by:
o a bargaining representative of an employee who will be covered by the proposed enterprise
agreement, or
o an employee who will be covered by the proposed enterprise agreement; and
• is organised or engaged in by an employer that will be covered by the proposed enterprise
agreement against one or more employees that will be covered by the proposed enterprise
agreement.
Employer response action must be in response to industrial action, as defined, that is happening.
Employer response action cannot, by definition, be in response to industrial action that is
threatened, impending, probable or even imminent at the time that the employer’s industrial action
is implemented.
58
As defined, the only form of employer response action is a lockout.
59
An employer may also take other action, which is not ‘employer response action’, in response to
employee claim action. This other action can include:
• standing-down employees in accordance with Part 3–5 of the Fair Work Act, or
• declining to pay employees for partial work bans in accordance with partial work bans under
s.471(4).
In Australian and International Pilots Association v Fair Work Australia
61
the Full Court of the Federal
Court considered whether there needed to be a link between employer response action and
industrial action taken by employees. The Court found that the terms of the Fair Work Act limit an
employer to some form of causally connected response to employee industrial action.
The words ‘as a response’ require only that the lockout be seen as causally connected to employees’
industrial action. It does not have to be reasonable, proportionate or rational.
62
58
Australasian Meat Industry Employees Union, The v JBS Australia Pty Ltd [2014] FWC 2254 (Bartel DP, 4 April
2014) at para. 20.
59
Fair Work Act s.19(1)(d).
60
United Voice v MSS Security Services Pty Ltd [2013] FWC 4087 (Cloghan C, 27 June 2013) at para. 56.
61
[2012] FCAFC 65 (10 May 2012) at para. 116.
62
Australian and International Pilots Association v Fair Work Australia [2012] FCAFC 65 (10 May 2012) at para.
155.
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An employer may lockout its employees and refuse to pay them in order to support or
advance the employer’s claims during bargaining in relation to a proposed enterprise
agreement.
Related information
• Part 4 – Payments relating to industrial action
Employer response action can be protected industrial action if it is engaged in in accordance with
s.411 of the Fair Work Act in response to employee industrial action which is or is not protected
action.
64
Employer may refuse to make payments to employees
If an employer engages in employer response action against employees, the employer may refuse to
make payments to the employees in relation to the period of the action.
65
Employers have various statutory and common law rights to respond to industrial action by
employees and such responses will not constitute industrial action unless the employer’s action is a
lockout. For example, in particular circumstances an employer may have the right to respond to
industrial action by:
• standing-down employees in accordance with Part 3–5 of the Fair Work Act, or
• declining to pay employees for partial work bans in accordance with partial work bans under
s.471(4).
Continuity of employment not affected
Employer response action for a proposed enterprise agreement does not affect the continuity of
employment of the employees who will be covered by the proposed enterprise agreement.
66
The Fair Work Regulations set out purposes for which continuity of employment is not affected by
an employer taking industrial action. These are:
• superannuation
• remuneration and promotion which may be affected by seniority, and
• any entitlements under the National Employment Standards.
67
63
Butterworths Australian Legal Dictionary, 1997, at p. 172.
64
Construction, Forestry, Mining and Energy Union v Bechtel Construction (Australia) Pty Ltd and another
[2014] FWCFB 8490 (Catanzariti VP, Richards SDP, Booth C, 15 December 2015) at para. 14; citing Australian
and International Pilots Association v Fair Work Australia [2012] FCAFC 65 (10 May 2012) at para. 24, [(2012)
202 FCR 200].
65
Fair Work Act s.416.
66
Fair Work Act s.416A.
67
Fair Work Regulations r.3.09.
A causal connection is the relation of cause and effect.
63
In this context the ‘cause’ is the employee industrial action and the ‘effect’ is the
employer response action.
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Employer response action
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Related information
•
Coverage of national workplace relations laws
22
…
Meanings of service and continuous service
(2) [Exceptions to meaning of service]
The following periods do not count as service:
…
(b) any period of unpaid leave or unpaid authorised absence other than;
(i) a period of absence under Division 8 of Part 2-2 (which deals with
community service leave); or
(ii)
a period of stand down under Part 3-5, under an Enterprise Agreement
that applies to the employee, or under the employee’s contract of
employment; or
(iii) a period of leave or absence of a kind prescribed by the regulations;
…
69
Accrual of annual leave
There is no entitlement to annual leave (a NES entitlement) for the lockout period when the
industrial action is valid employer response action under the Fair Work Act. The entitlement to
annual leave in s.87 is for ‘service’. A period of lockout does not count as employee ‘service’ by
reason of s.22(2)(b).
68
68
Construction, Forestry, Mining and Energy Union and Communications, Electrical, Electronic, Energy,
Information, Postal, Plumbing and Allied Services Union of Australia v Carter Holt Harvey Woodproducts
Australia Pty Ltd T/A Carter Holt Harvey [2018] FWC 6 (Gostencnik DP, 16 January 2018); upheld on appeal
[2018] FWCFB 2731 (Hamberger SDP, Colman DP, Harper-Greenwell C, 15 May 2018).
69
Fair Work Act s.22(2)(b).
This means that an employee’s period of employment with an employer is not broken
by the employer engaging in industrial action.
For instance, if an employer locks out its employees for one day each week, the
employees are still considered to be employees for the purposes of things like
superannuation even though the employees may not be getting paid. The employees’
employment does not stop when the employer takes industrial action and then start
again after the industrial action has finished.
An employee remains employed regardless of the industrial action taking place.
Part 2.2 – Protected industrial action
Employer response action
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Case example:
Action found NOT to be employer response action
Australasian Meat Industry Employees Union, The v JBS Australia Pty Ltd [2014] FWC 2254
(Bartel DP, 4 April 2014).
Facts
The AMIEU made an application for an order pursuant to s.418 that industrial action taken
by JBS stop.
JBS operate a meat works plant in Bordertown SA. It was in negotiations with the AMIEU
for an enterprise agreement to replace an expired agreement.
The AMIEU provided written notice to JBS of protected industrial action to commence on
2 April 2014 in the form of multiple stoppages. On 31 March 2014 JBS provided notice to
AMIEU of employer response action, stating that JBS was unable to provide employment
on 2 April 2014, or on any other day in which employees could not be reasonably
employed.
The AMIEU contended that the employer response action was not protected industrial
action because no industrial action had taken place by the employees.
Outcome
The Commission was satisfied that the action taken by JBS was a lockout of employees
and that this action was not protected industrial action because it did not meet the
definition of ‘employer response action’ in s.411.
Relevance
Employer response action must be in response to industrial action that is happening. It
cannot be in response to industrial action that is threatened, impending, probable or even
imminent at the time that the employer’s industrial action is implemented.
Part 2.2 – Protected industrial action
Employer response action
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Case example: Action taken by employer after employee claim action had ceased found to be
employer response action
United Voice v MSS Security Services Pty Ltd [2013] FWC 4087 (Cloghan C, 27 June 2013).
Facts
United Voice made an application to the Commission under s.418 for an order that
proposed employer response action by MSS stop.
UV and MSS had been bargaining for a proposed enterprise agreement. UV had given
notice of employee claim action. In response MSS gave notice to UV of employer response
action in the form of a lockout of five employees, advising that the lockout was being
organised and engaged in as a response to the industrial action. Subsequently UV gave
MSS notice of employee response action as a direct response to the lockout of the five
employees. The notice advised that all members of UV would be engaging in a 24 hour
stoppage of work.
MSS gave notice of further employer response action in the form of a lockout of nine
employees. The notice stated that the lockout was being organised and engaged in as a
response to the industrial action that had been taken and provided that the lockout would
‘continue indefinitely’.
UV contended that the employer response action was not protected industrial action
because the employee claim action had occurred and was ‘no longer action which is
happening, threatened, impending, probable or being organised’.
Outcome
The Commission held that employer response action could only occur in response to
employee claim action that is or has taken place. The Commission was satisfied that the
employer response action was in reply to, and in answer to, the employee claim action,
and that the employer response action was protected industrial action.
Relevance
There is no condition in the Fair Work Act which prevents an employer from taking
employer response action because a particular occurrence of employee claim action has
ceased.
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Employee response action
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A causal connection is the relation of cause and effect.
75
In this context the ‘cause’ is the employer response action and the ‘effect’ is the
employee response action.
Employee response action
See Fair Work Act s.410
Employee response action for a proposed enterprise agreement means industrial action that:
• is organised or engaged in as a response to industrial action by an employer, and
• is organised or engaged in, against an employer that will be covered by the proposed
enterprise agreement, by:
o a bargaining representative of an employee who will be covered by the proposed enterprise
agreement, or
o an employee who will be covered by the proposed enterprise agreement.
Note: If a union is a bargaining representative of an employee who will be covered by the proposed
enterprise agreement, the reference to a bargaining representative of the employee includes a
reference to an officer of the union.
70
The industrial action taken by an employer can be either protected or unprotected industrial
action.
71
The Commission has found that s.411 of the Fair Work Act (employer response action) is not
relevantly different to the form of wording used in s.410 (employee response action), such that the
decision in Australian and International Pilots Association v Fair Work Australia
72
was equally
applicable to a consideration of employee response action.
73
In Australian and International Pilots Association v Fair Work Australia the Full Court of the Federal
Court considered whether there needed to be a link between employer response action and
industrial action taken by employees. The Court found that the terms of the Fair Work Act limit an
employer to some form of causally connected response to employee industrial action.
74
Employee response action must not relate to a demarcation dispute
The industrial action must not, if it is being organised or engaged in by a bargaining representative,
relate to a significant extent to a demarcation dispute or contravene a Commission order that
relates to a significant extent to a demarcation dispute.
70
Fair Work Act s.410(3).
71
Explanatory Memorandum to Fair Work Bill 2008 at para. 1649.
72
[2012] FCAFC 65 (10 May 2012).
73
Chubb Fire and Security Pty Ltd v Communications, Electrical, Electronic, Energy, Information, Postal,
Plumbing and Allied Services Union of Australia [2012] FWA 9076 (Bissett C, 30 October 2012) at para. 15.
74
Australian and International Pilots Association v Fair Work Australia [2012] FCAFC 65 (10 May 2012) at para.
116.
75
Butterworths Australian Legal Dictionary, 1997, at p. 172.
Part 2.2 – Protected industrial action
Pattern bargaining
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Pattern bargaining
See Fair Work Act s.412
Pattern bargaining is a course of conduct by a person who is a negotiating party to two or more
proposed enterprise agreements, seeking common wages or conditions for two or more of those
agreements, where the conduct extends beyond a single business.
76
The Fair Work Act does not actually proscribe pattern bargaining as such: rather it denies protection
to industrial action taken in support of it, and makes specific provision for the grant of an injunction
to stop or prevent such action.
77
A course of conduct by a person is pattern bargaining if:
• the person is a bargaining representative for two or more proposed enterprise agreements
• the course of conduct involves seeking common terms to be included in two or more of the
agreements, and
• the course of conduct relates to two or more employers.
Meaning of ‘common’ in ‘common terms’
There is no error in interpreting the expression ‘common’ to mean the ‘same’ or ‘identical’.
78
It is correct to find that a union is not seeking ‘common wages’ if, at the time [that the application
for an order to stop unprotected industrial action is made] the union has indicated a preparedness
to negotiate different increments for different employers (even if the cumulative arithmetic of the
increases ended up the same).
79
Exception – genuinely trying to reach an agreement
The course of conduct, to the extent that it relates to a particular employer, is NOT pattern
bargaining if the bargaining representative is genuinely trying to reach an agreement with that
employer.
The factors relevant to working out whether a bargaining representative is genuinely trying to reach
an agreement with a particular employer, include whether the bargaining representative:
• is demonstrating a preparedness to bargain for the agreement taking into account the
individual circumstances of that employer, including in relation to the nominal expiry date of
the agreement
• is bargaining in a manner consistent with the terms of the agreement being determined as
far as possible by agreement between that employer and its employees, and
• is meeting the good faith bargaining requirements.
76
A Forsyth and A Stewart, FAIR WORK The New Workplace Laws and the Work Choices Legacy (1
st
ed, 2009),
at p. 146.
77
B Creighton and A Stewart, Labour Law (5
th
ed, 2010), at para. 22.40.
78
Farstad Shipping (Indian Pacific) Pty Ltd v Maritime Union of Australia, The [2014] FWC 8130 (Johns C,
17 November 2014) at para. 39; citing Re Trinity Garden Aged Care and another PR973718 (AIRCFB, Watson
SDP, Acton SDP, Smith C, 21 August 2006) at paras 21–22, [(2006) 155 IR 124].
79
ibid., at paras 28–31.
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Pattern bargaining
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Related information
•
Responding to pattern bargaining
Proof
A bargaining representative bears the burden of proving that they were genuinely trying to reach an
agreement. This is known as a reverse onus of proof. A reverse onus of proof applies because the
bargaining representative is in a better position to know and to provide evidence of reasons for
engaging in particular conduct.
80
Definition
This exception for pattern bargaining does not affect, and is not affected by, the meaning of the
expression ‘genuinely trying to reach an agreement’ used elsewhere in the Fair Work Act.
81
In the context of this provision, the expression ‘genuinely trying to reach an agreement’ is limited to
the issue as to whether pattern bargaining is occurring.
82
Template agreements
The use of template agreements is common in certain industries, particularly where there may be many
small businesses that are contracting for work within a larger project. An example of this is within the
building and construction industry. Bargaining representatives may use template agreements as a
starting point for negotiations based on their interests. However, if a union is seeking common
terms in two or more agreements with two or more employers, then this may be considered pattern
bargaining.
The existence and promotion of a template agreement is not of itself pattern bargaining.
83
80
Explanatory Memorandum to Fair Work Bill 2008 at para. 1662; see also Fair Work Act s.412(4).
81
Fair Work Act s.412(5); see also John Holland Pty Ltd v “Automotive, Food, Metals, Engineering, Printing and
Kindred Industries Union” known as the Australian Manufacturing Workers' Union (AMWU) [2010] FWAFB 526
(Giudice J, Watson SDP, Blair C, 29 January 2010) at paras 31–39, [(2010) 194 IR 239].
82
Explanatory Memorandum to Fair Work Bill 2008 at para. 1663.
83
Re Pinarello Blues Pty Ltd as Trustee for Judds Discretionary Trust T/A Yankalilla Hotel [2015] FWCA 7698
(Bartel DP, 19 November 2015) at para. 88.
Part 2.2 – Protected industrial action
Pattern bargaining
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Case example:
Course of conduct found to NOT be pattern bargaining
Farstad Shipping (Indian Pacific) Pty Ltd v Maritime Union of Australia, The [2014] FWC 8130
(Johns C, 17 November 2014).
Facts
The union applied for, and was issued, a protected action ballot order for members to
vote on taking industrial action in support of a proposed enterprise agreement. A ballot
was conducted and industrial action was authorised.
The company argued that the union was engaging in pattern bargaining, and was not
genuinely trying to reach an agreement. Specifically, the company submitted that the
union was pursuing the company and other operators that were part of the wider industry
bargaining, for the following claims:
• a ‘4 Week Swing’ shift pattern
• payment for travel days, and
• the same expiry date for all agreements.
Outcome
The Commission held the union was not seeking common conditions of employment for
two or more proposed enterprise agreements, and was therefore not engaged in pattern
bargaining according to s.412(1)(b) of the Fair Work Act. The Commission pointed to the
fact that the union had indicated a preparedness to negotiate with the wider industry
about the 4 Week Swing claim, however it had never even hinted at abandoning the 4
Week Swing claim with the company. The union was therefore not pursuing the same
course of conduct as between the wider industry and the company.
Relevance
In determining the meaning of ‘common’ for the definition of pattern bargaining in
s.412(b) of the Fair Work Act, the Commission applied the principle from Trinity Garden
which defines ‘common’ to mean the ‘same’ or ‘identical’. The principle also states that a
union is not seeking ‘common wages’ if the union has indicated a preparedness to
negotiate different increments for different employers.
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Pattern bargaining
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Case example:
Course of conduct found to NOT be pattern bargaining
De Martin & Gasparini Pty Ltd and De Martin & Gasparini Pumping Pty Ltd T/A Boral De Martin
& Gasparini v Construction, Forestry, Mining and Energy Union - Construction and General
Division, New South Wales Divisional Branch [2015] FWC 477 (Riordan C, 19 January 2015).
Facts
The company applied to the Commission seeking orders to stop the proposed industrial
action from occurring. The company argued that the CFMEU was participating in pattern
bargaining with 21 concrete placement and concrete pumping companies, because it was
saying that it would only sign the CFMEU template enterprise agreement.
The CFMEU argued that the issue of pattern bargaining did not arise in this situation
because the terms of the proposed agreement were unique. To support this argument the
CFMEU submitted that under the existing agreement employees were engaged on weekly
hire, were paid a tool allowance and received a higher weekly superannuation payment all
of which were superior to the industry standard and would be included in the proposed
enterprise agreement. The CFMEU also gave evidence, which was accepted by the
Commission, that the company was aware that the superior conditions would form part of
the proposed agreement.
Outcome
The Commission found that the negotiations did not form part of any purported pattern
bargaining. The company had always had a different enterprise agreement to the rest of
the industry and there was no evidence before the Commission that this would change in
the proposed agreement. The application for orders to stop proposed industrial action
was dismissed.
Relevance
The Commission applied the definition of ‘common’ in s.412(1)(b) to mean the ‘same’ or
‘identical’ from Trinity Garden. Therefore, for the CFMEU to be involved in pattern
bargaining with the company, the relevant terms of the proposed agreement would have
to be identical to that of another employer.
Part 2.2 – Protected industrial action
Pattern bargaining
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Responding to pattern bargaining
Injunction
See Fair Work Act s.422
The courts may grant an injunction against industrial action if a bargaining representative is engaging
in pattern bargaining.
A court may grant an injunction on such terms as the court considers appropriate if:
• a person has applied for the injunction, and
• the court is satisfied that:
o employee claim action for a proposed enterprise agreement is being engaged in, or is
threatened, impending or probable, and
o a bargaining representative of an employee who will be covered by the proposed enterprise
agreement is engaging in pattern bargaining in relation to the agreement.
Part 3 – Taking protected industrial action
When can protected industrial action be taken?
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Part 3 – Taking protected industrial action
This part will provide information on:
• when protected industrial action can be taken and who can take it
• the process for protected action ballots, including voting requirements
• notice requirements for taking protected industrial action, and
• limits on when protected industrial action can be taken.
When can protected industrial action be taken?
Protected employee claim action can only be taken after the proposed action has been approved by
a vote in a protected action ballot.
This does not apply to employee response action because it is only taken in response to employer
response action, which has been taken in response to protected employee claim action. The
protection from the initial employee claim action flows on to the employee response action.
The protected industrial action must commence within the 30 day period starting on date of
declaration of the results of the ballot, or if the Commission has extended that period by a further 30
days, within that period. Where a ballot authorises various types of industrial action, a particular
type of industrial action must be commenced within the 30 day period, in order for that industrial
action to remain protected after the 30 day expires.
84
84
Asurco Contracting Pty Ltd v Construction, Forestry, Mining and Energy Union [2010] FWA 8674 (O’Callaghan
SDP, 10 November 2010); United Colleries Pty Ltd v Construction, Forestry, Mining and Energy Union (2006)
FCA 904 (14 July 2006).
Part 3 – Taking protected industrial action
When can protected industrial action be taken?
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Related information
• Part 3.1 – Protected action ballots
• Part 3.2 – Voting
• Part 3.3 – Taking protected industrial action
Before protected industrial action can be taken the following steps MUST be completed:
Part 3 – Taking protected industrial action
Who can take protected industrial action?
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To be eligible to take protected employee claim action an employee must:
• be in the group of employees specified in the protected action ballot order
85
• be covered by the proposed enterprise agreement,
86
and
• either:
o be represented by a bargaining representative who is an applicant for the
protected action ballot order, or
o be a bargaining representative for themself but also a member of a union (if
that union is an applicant for the protected action ballot order);
87
and
• be eligible to be included on the roll of voters.
88
If an employee is not eligible to vote, they will not be able to take protected industrial
action.
Who can take protected industrial action?
The Fair Work Act 2009 (Cth) (the Fair Work Act) sets out the basic requirements for who can take
protected industrial action in a variety of sections. These sections can be summarised as follows:
An employee will be eligible to be included on the roll of voters for a protected action ballot after
the protected action ballot order was made, but before the close of the roll of voters if they are
otherwise eligible to vote in the protected action ballot (for example, because they are a new
employee).
89
85
Fair Work Act ss.409(1)(b)(ii), 437(3)(a).
86
Fair Work Act s.437(5)(a).
87
Fair Work Act ss.437(5)(b), 453(b).
88
Fair Work Act s.456.
89
Explanatory Memorandum to Fair Work Amendment Bill 2012 at para. 198.
Part 3.1 – Protected action ballots
Who may apply?
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Links to application form
Form F34 – Application for a protected action ballot order:
• www.fwc.gov.au/documents/forms/Form_F34.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F34.pdf (Adobe PDF)
Form F34B – Statutory declaration in support of an application for a protected action
ballot order:
• www.fwc.gov.au/documents/forms/Form_F34B.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F34B.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Part 3.1 – Protected action ballots
See Fair Work Act s.437
The Fair Work Act includes provisions to establish a fair, simple and democratic process to allow a
bargaining representative to determine whether employees wish to engage in particular protected
industrial action for a proposed enterprise agreement. This is done by conducting a secret ballot
known as a protected action ballot.
Who may apply?
A bargaining representative of an employee who will be covered by a proposed enterprise
agreement, or two or more such bargaining representatives (acting jointly), may apply to the Fair
Work Commission (the Commission) for a protected action ballot order requiring a protected action
ballot to be conducted to determine whether employees represented by the bargaining
representative(s) wish to engage in particular protected industrial action for the agreement.
Making an application
See Fair Work Act s.437
An application for a protected action ballot order made to the Commission must include the
following documentation:
• a completed and signed application form [Form F34]
• a draft order in the terms sought by the applicant, and
• a statutory declaration by the applicant setting out the basis on which the Commission can
be satisfied that each applicant has been, and is, genuinely trying to reach an agreement
with the employer of the employees who are to be balloted [Form F34B].
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90
Fair Work Commission Rules r.8(2) and r.31.
Part 3.1 – Protected action ballots
Making an application
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Matters to be specified in application
The application must specify:
• the group or groups of employees who are to be balloted, and
• the question or questions to be put to the employees who are to be balloted, including the
nature of the proposed industrial action.
Group of employees
A group of employees is taken to include only employees who:
• will be covered by the proposed enterprise agreement, and
• either:
o are represented by a bargaining representative who is an applicant for the protected action
ballot order, or
o are bargaining representatives for themselves but are members of a union that is an
applicant for the protected action ballot order.
Questions to be put to employees
The questions should describe the industrial action in such a way that employees are capable of
responding to them.
91
Ballot questions should be sufficiently clear so employees can make an informed choice. The
questions should indicate what work would and would not be done and the implications for
employees while at work.
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Bargaining representatives should frame ballot questions in a way which minimises the possibility
that the industrial action eventually taken will fall outside the action authorised by the ballot.
93
91
John Holland Pty Ltd v “Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union”
known as the Australian Manufacturing Workers' Union (AMWU) [2010] FWAFB 526 (Giudice J, Watson SDP,
Blair C, 29 January 2010) at para. 19, [(2010) 194 IR 239].
92
Total Marine Services Pty Ltd v Maritime Union of Australia [2009] FWAFB 368 (Watson VP, Hamberger SDP,
Roberts C, 9 October 2009).
93
See John Holland Pty Ltd v “Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union”
known as the Australian Manufacturing Workers' Union (AMWU) [2010] FWAFB 526 (Giudice J, Watson SDP,
Blair C, 29 January 2010) at para. 16, [(2010) 194 IR 239].
Related information
• Example of draft order
• Genuinely trying to reach an agreement
Part 3.1 – Protected action ballots
Making an application
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If the questions are ambiguous or lack clarity there may be consequences for the bargaining
representative and the employees if reliance is placed on the result of the ballot in taking industrial
action. If the question or questions give rise to ambiguity, the conclusion may be reached that the
industrial action specified was not authorised by the ballot and that the action is not protected.
94
This could result in the industrial action being considered unprotected and the Commission making
an order that the industrial action stop under s.418. Contravention of such an order may result in an
injunction or a civil penalty being ordered by a Court.
95
94
National Tertiary Education Industry Union v RMIT University [2013] FWCFB 9549 (Catanzariti VP, Kovacic DP,
Roe C, 5 December 2013) at para. 23, [(2013) 237 IR 264]; citing John Holland Pty Ltd v “Automotive, Food,
Metals, Engineering, Printing and Kindred Industries Union” known as the Australian Manufacturing Workers'
Union (AMWU) [2010] FWAFB 526 (Giudice J, Watson SDP, Blair C, 29 January 2010) at para. 19, [(2010) 194 IR
239].
95
Fair Work Act s.421(1).
Example
In support of reaching an enterprise agreement with your employer, do you support the taking
of protected industrial action against your employer which involve one or more of the following:
Question 1 – An unlimited number of bans or limitations on answering or making telephone
calls, responding to voicemails, or sending or responding to email?
Yes No
Question 2 – An unlimited number of bans or limitations on processing of paperwork?
Yes No
Question 3 – An unlimited number of indefinite bans on the working of overtime?
Yes No
Question 4 – An unlimited number of stoppages of work for 1 hour?
Yes No
Question 5 – An unlimited number of stoppages of work for 2 hours?
Yes No
Question 6 – An unlimited number of stoppages of work for 4 hours?
Yes No
Question 7 – An unlimited number of stoppages of work for 8 hours?
Yes No
Question 8 – An unlimited number of stoppages of work for 24 hours?
Yes No
Question 9 – An unlimited number of stoppages of work for seven days?
Yes No
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Making an application
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Related information
• Nominating an alternative ballot agent
Related information
• Restrictions on commencing protected industrial action
• Industrial action defined
Ballot agent
If the applicant wishes a person other than the Australian Electoral Commission (AEC) to be the
protected action ballot agent for the protected action ballot, the application must specify the name
of the person.
Note: The protected action ballot agent will be the AEC unless the Commission specifies another
person in the protected action ballot order as the protected action ballot agent (see Fair Work Act
s.443(4)).
When application may be made
See Fair Work Act s.438
An application for a protected action ballot must not be made earlier than 30 days before the
nominal expiry date of any existing enterprise agreement which covers the employees, and must not
be made before there has been a ‘notification time’ in relation to the proposed enterprise
agreement. The notification time will arise where the employer has initiated bargaining or has
agreed to bargain, or the Commission has issued a majority support determination, scope order or
low paid authorisation.
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If more than one enterprise agreement covers the employees who will be covered by the proposed
enterprise agreement, an application for a protected action ballot order must not be made earlier
than 30 days before the latest nominal expiry date of those enterprise agreements.
If a protected action ballot is conducted before the nominal expiry date of an existing agreement, it
is unlawful to organise or take industrial action pursuant to the ballot before that nominal expiry
date. If industrial action is taken before the nominal expiry date, even if that action was approved by
the protected action ballot, the industrial action will be unprotected.
97
Making an application for a protected action ballot order does not constitute organising industrial
action. Generally industrial action has some type of effect on the performance of work, whether in
the form of work bans or strike action.
96
Fair Work Act s.437(2A).
97
Fair Work Act ss.413(6), 417; Explanatory Memorandum to Fair Work Bill 2008 at para. 1763.
Part 3.1 – Protected action ballots
Making an application
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Related information
• AEC – Protected action ballot information form
Notice of application
See Fair Work Act s.440
Within 24 hours after making an application for a protected action ballot order, the applicant must
give a copy of the application to the employer of the employees who are to be balloted, and:
• if the application specifies a person that the applicant wishes to be the protected action
ballot agent – that person, or
• otherwise – the AEC.
The Commission must not determine an application for a protected action ballot order unless the
applicant has notified the affected employer of the application.
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Note: If the application seeks that the AEC is the protected action ballot agent, the copy of the
application sent to the AEC should be accompanied by a completed information form that is
available at www.aec.gov.au/ieb/pab.htm.
Electronic copy to be provided
Unless the application has been lodged with the Commission by fax, email or using the Commission’s
electronic lodgment facilities, an application for a protected action ballot order and the
accompanying draft order must be emailed to the chambers of the Commission Member named in
the notice of listing issued by the Commission in the matter as soon as practicable after the applicant
has received the notice of listing.
99
Note: The approved email addresses for Commission Members’ chambers are available at
www.fwc.gov.au/disputes-at-work/how-the-commission-works/lodge-an-application.
98
Fair Work Act s.441(2).
99
Fair Work Commission Rules r.31(2)
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Making an application
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AEC – Protected action ballot information form
Image of form that is available at www.aec.gov.au/ieb/pab.htm.
Part 3.1 – Protected action ballots
Making an application
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Example of draft order
Fair Work Act 2009
s.437 – Application for a protected action ballot order
Applicant(s):
[Insert the name of each Applicant for the protected action ballot order.]
v
DRAFT ORDER
Respondent(s):
[Insert the name of each Respondent.]
Commission matter no:
[Insert the Commission matter number.]
COMMISSION MEMBER DATE
Proposed protected action ballot by employees of [insert name of employer]
Pursuant to s.443 of the Fair Work Act 2009 (the Act) the Fair Work Commission orders:
1. PROTECTED ACTION BALLOT TO BE HELD
The [Insert name of bargaining representative] is to hold a protected action ballot of employees of
[Insert name of Employer].
2. NAME OF PERSON AUTHORISED TO CONDUCT THE BALLOT
The ballot is to be conducted by [Insert Australian Electoral Commission or name of Protected
Action Ballot Agent].
3. GROUP OR GROUPS OF EMPLOYEES TO BE BALLOTED
[Insert group or groups of employees to be balloted]
4. TYPE OF BALLOT
[Delete this clause and renumber remaining clauses if the Australian Electoral Commission is the
ballot agent
or
Insert proposed ballot type (e.g. attendance ballot, postal ballot) if the Australian Electoral
Commission is not the ballot agent]
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5. DATE VOTING CLOSES
[Insert date by which voting in the protected action ballot closes]
6. QUESTIONS
[Insert ballot questions, including the nature of the proposed industrial action]
Note: Ballot questions should be sufficiently clear so employees can make an informed choice. The
questions should indicate what work would and would not be done and the implications for
employees while at work.
Part 3.1 – Protected action ballots
Commission process
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Related information
• When the Commission must make an order
Commission process
Application to be determined within 2 days after it is made
See Fair Work Act s.441
The Commission must, as far as practicable, determine an application for a protected action ballot
order within two working days after the application is made.
The relevant employer generally has the right to be heard in relation to the prerequisites for the
making of a protected action ballot order (specified in s.443) before the application is determined.
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If there is no objection to a protected action ballot order being made by the employer, the matter
may be heard on the papers.
Dealing with multiple applications together
See Fair Work Act s.442
The Commission may deal with two or more applications for a protected action ballot order at the
same time if:
• the applications relate to industrial action by:
o employees of the same employer, or
o employees at the same workplace, and
• the Commission is satisfied that dealing with the applications at the same time will not
unreasonably delay the determination of any of the applications.
For example, an employer may have employees represented by three different unions involved in
bargaining for a proposed enterprise agreement and each union makes an application for a
protected action ballot. In this situation the Commission can deal with the three applications at the
same time.
Documents to accompany application
The application must be accompanied by any documents and other information prescribed by the
Fair Work Regulations.
Note: The Fair Work Regulations do not currently prescribe any documents and other information
to accompany an application for a protected action ballot order.
However, the Fair Work Commission Rules specify that an application for a protected action ballot
order must be accompanied by a draft order in the terms sought by the applicant.
101
100
Australian Postal Corporation v Communications, Electrical, Electronic, Energy, Information, Postal,
Plumbing and Allied Services Union of Australia [2009] FWAFB 599 (Acton SDP, Hamilton DP, Blair C,
12 October 2009).
101
Fair Work Commission Rules r.31(1).
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Commission process
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Related information
• Genuinely trying to reach an agreement
Exclusions
A bargaining representative cannot apply for a protected action ballot order if the proposed
enterprise agreement is:
• a greenfields agreement, or
• a multi-enterprise agreement.
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A bargaining representative cannot apply for a protected action ballot order unless there has been a
notification time in relation to the proposed enterprise agreement.
103
The notification time for a proposed enterprise agreement is the time when:
• the employer agrees to bargain, or initiates bargaining, for the proposed agreement
• a majority support determination in relation to the proposed agreement comes into
operation
• a scope order in relation to the proposed agreement comes into operation, or
• a low-paid authorisation in relation to the proposed agreement that specifies the employer
comes into operation.
104
When the Commission must make an order
See Fair Work Act s.443
Requirements
The Commission must make a protected action ballot order in relation to a proposed enterprise
agreement if:
• an application has been made, and
• the Commission is satisfied that each applicant has been, and is, genuinely trying to reach an
agreement with the employer of the employees who are to be balloted.
Content
A protected action ballot order must specify the following:
• the name of each applicant for the order
• the group or groups of employees who are to be balloted
• the date by which voting in the protected action ballot closes, and
• the question or questions to be put to the employees who are to be balloted, including the
nature of the proposed industrial action.
102
Fair Work Act s.437(2).
103
Fair Work Act s.437(2A).
104
Fair Work Act ss.173(2), 437(2A).
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Related information
• Timetable for protected action ballot
Related information
• Nominating an alternative ballot agent
•
Independent advisor
Related information
• Notice requirements
Date
The Commission must specify a date by which voting in the protected action ballot closes that will
enable the protected action ballot to be conducted as expeditiously as practicable.
Ballot agent
If the Commission decides that a person other than the AEC is to be the ballot agent for the
protected action ballot, the protected action ballot order must also specify:
• the person that the Commission decides is to be the alternative ballot agent, and
• the person (if any) that the Commission decides is to be the independent advisor for the
ballot.
An independent advisor is a person who can give the alternative ballot agent advice and
recommendations directed towards ensuring that the ballot will be fair and democratic.
Notice period before taking action
The minimum period of written notice required before commencing employee claim action is
3 working days.
If the Commission is satisfied that there are exceptional circumstances justifying a longer period of
notice, the protected action ballot order may specify a period of up to 7 working days.
105
105
Fair Work Act s.414.
Part 3.1 – Protected action ballots
Commission process
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Related information
• Dealing with multiple applications together
Protected action ballot order may require multiple ballots to be held at the
same time
See Fair Work Act s.446
If the Commission has made a protected action ballot order, and:
• the Commission proposes to make another protected action ballot order or orders, and
• the orders would require a protected action ballot to be held in relation to industrial action
by employees of the same employer or employees at the same workplace;
then the Commission may make, or vary, the protected action ballot orders so as to require the
protected action ballots to be held at the same time if the Commission is satisfied:
• that the level of disruption of the employer’s enterprise, or at the workplace, could be
reduced if the ballots were held at the same time, and
• that requiring the ballots to be held at the same time will not unreasonably delay either
ballot.
Notification when protected action ballot order made
See Fair Work Act s.445
As soon as practicable after making a protected action ballot order, the Commission must give a
copy of the order to:
• each applicant for the order, and
• the employer of the employees who are to be balloted, and
• the ballot agent for the protected action ballot.
Notifying employees
The Fair Work Regulations
106
set out procedures to be followed for notifying employees in relation
to the conduct of a protected action ballot.
Content of notice
The ballot agent for the ballot must, as soon as practicable after the Commission makes the
protected action ballot order, take all reasonable steps to notify each employee who is eligible to be
included on the roll of voters that the Commission has made the order.
106
Fair Work Regulations r.3.13.
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Related information
• Compilation of roll of voters
The notice must include:
• any matter specified by the Commission in the ballot order, and
• the voting method or methods to be used, and
• each location (if any) at which the ballot will be conducted, and
• either:
o the date or dates on which the ballot will be conducted, or
o the period during which the ballot will be conducted; and
• contact details for the ballot agent, and
• contact details for the independent advisor (if any).
The notice must also include:
• a statement that the employee may contact the ballot agent to find out whether the
employee is on the roll of voters, and
• a statement that the employee may ask the ballot agent to add or remove the employee’s
name from the roll of voters, and
• a statement that the employee may raise any concerns or complaints about the conduct of
the ballot (including any alleged irregularity) with:
o the ballot agent, or
o if the ballot agent is not the AEC – the Commission, or
o the independent advisor (if any).
Manner of notification
The ballot agent may give the notice to an employee by doing any of the following:
• giving the notice to the employee personally;
• sending the notice by pre-paid post to:
o the employee’s residential address, or
o a postal address nominated by the employee;
• sending the notice to:
o the employee’s email address at work, or
o another email address nominated by the employee;
• sending to the employee’s email address at work (or to another email address nominated by
the employee) an electronic link that takes the employee directly to a copy of the notice on
the employer’s intranet
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• faxing the notice to:
o the employee’s fax number at work, or
o the employee’s fax number at home, or
o another fax number nominated by the employee;
• displaying the notice in a conspicuous location at the workplace that is known by and readily
accessible to the employee.
Note: This does not prevent a ballot agent from giving notice to an employee by another means.
Protected action ballot agent – access to workplace
An employer must allow the ballot agent access to the workplace for the purpose of notifying
employees of the information about the protected action ballot.
Note: This is a civil remedy provision.
An employer must allow the ballot agent access to the workplace for the purpose of preparing for,
or conducting, the protected action ballot.
Note: This is a civil remedy provision.
Nominating an alternative ballot agent
See Fair Work Act s.444
The Commission may only decide that a person other than the AEC is to be the ballot agent for a
protected action ballot if:
• the person is specified in the application for the protected action ballot order as the person
the applicant wishes to be the ballot agent, and
• the Commission is satisfied that:
o the person is a fit and proper person to conduct the ballot, and
o any other requirements prescribed by the Fair Work Regulations are met.
Requirements for alternative ballot agent
The Fair Work Regulations
107
set out other requirements that the Commission must be satisfied have
been met before a person other than the AEC becomes the ballot agent for a protected action ballot.
The requirements are that the person must:
• be capable of ensuring the secrecy and security of votes cast in the ballot
• be capable of ensuring that the ballot will be fair and democratic
• be capable of conducting the ballot expeditiously
• have agreed to be a ballot agent
• be bound to comply with the Privacy Act 1988 (Cth) in respect to the handling of information
relating to the protected action ballot, and
107
Fair Work Regulations r.3.11.
Part 3.1 – Protected action ballots
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If the person is an industrial association or a body corporate, the Commission must be satisfied that:
• each individual who will carry out the functions of the ballot agent for the industrial
association or body corporate is a fit and proper person to conduct the ballot, and
• the above requirements are met for the individual.
The description ‘fit and proper person’ is not defined in the Fair Work Act and standing alone, it
carries no precise meaning. Generally though, the description is used as a measure of suitability to
perform or carry out a particular function, to be appointed to a particular position or to be given a
particular right or privilege. However, the description will take its meaning from its context, from the
activities in which the person to be assessed is or will be engaged and the ends to be served by those
activities.
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Examples of persons the Commission has appointed as an alternative ballot agent includes:
• a former Member of the Commission, and
• private companies set up exclusively to conduct ballots or elections.
Independent advisor
If the Commission appoints a person other than the AEC as the ballot agent then the Commission
can also appoint an independent advisor to provide the alternative ballot agent with advice and
recommendations directed towards ensuring that the ballot will be fair and democratic.
If the applicant for a protected action ballot order is seeking an alternative ballot agent to conduct
the vote and the employer does not agree, then the Commission may appoint an independent
advisor to assist with the process.
109
The Commission may decide that a person is to be the independent advisor for a protected action
ballot if:
• the Commission has decided that a person other than the AEC is to be the ballot agent for
the ballot, and
• the Commission considers it appropriate that there be an independent advisor for the ballot,
and
• the Commission is satisfied that:
o the other person is sufficiently independent of each applicant for the protected action ballot
order, and
o any other requirements prescribed by the Fair Work Regulations are met.
108
National Tertiary Education Industry Union v Navitas Bundoora Pty Ltd T/A La Trobe Melbourne [2014] FWC
2977 (Wilson C, 12 May 2014) at para. 26; citing Re The Maritime Union of Australia [2014] FWCFB 1973
(Gostencnik DP, Wells DP, Blair C, 26 March 2014) at para. 23, [(2014) 241 IR 216].
109
National Tertiary Education Industry Union v Navitas Bundoora Pty Ltd T/A La Trobe Melbourne [2014] FWC
2977 (Wilson C, 12 May 2014) at para. 13.
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Example
Situations that may lead to an application to vary a protected action ballot order include:
• if there has been a change to the employees eligible to be included on the role of voters, or
• to correct an error in the original application.
An applicant for a protected action ballot order may also apply to vary the order to change the
date that voting in the ballot closes.
Requirements for independent advisor
The Fair Work Regulations
110
set out other requirements that the Commission must be satisfied have
been met before a person becomes the independent advisor for a protected action ballot.
The requirements are that:
• the person must be capable of giving the ballot agent:
o advice that is directed towards ensuring that the ballot will be fair and democratic, and
o recommendations that are directed towards ensuring that the ballot will be fair
and democratic, and
• the person must have agreed to be the independent advisor.
Varying a protected action ballot order
See Fair Work Act s.447
An applicant for a protected action ballot order or the ballot agent for a protected action ballot can
apply to the Commission to vary the order for a variety of reasons. There is no requirement for the
Commission to approve a variation.
Making the application
An applicant for a protected action ballot order may apply to the Commission to vary the order.
The ballot agent for a protected action ballot may apply to the Commission to vary the protected
action ballot order to change the date by which voting in the ballot closes.
110
Fair Work Regulations r.3.12.
Part 3.1 – Protected action ballots
Varying a protected action ballot order
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Links to application form
Form F35 – Application for variation of a protected action ballot order:
• www.fwc.gov.au/documents/forms/Form_F35.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F35.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
An application may be made:
• at any time before the date by which voting in the protected action ballot closes, or
• if the ballot has not been held before that date and the Commission consents – after that
time.
An application to vary a protected action ballot order made to the Commission must include the
following documentation:
• a completed and signed application form [Form F35], and
• a copy of the protected action ballot order to which the application relates.
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Powers of the Commission
If an application is made to vary a protected action ballot order, the Commission may vary the
protected action ballot order.
If the Commission makes a decision or order, a copy of the decision or order must be published on
the Commission’s website (or by any other means) as soon as practicable.
112
111
Fair Work Commission Rules r.31(3).
112
Fair Work Act s.601.
Example
Situations that may lead to an application to vary a protected action ballot order by a ballot
agent to change the date that voting in the ballot closes include:
• if the applicant was intending to have the vote conducted as an attendance ballot and the
AEC advised that it is only able to conduct the vote by postal ballot, the ballot period can
be extended to allow for the change in ballot process, or
• if the AEC needs a longer period to conduct the ballot than was previously considered
when the application for a protected action ballot order was made.
Part 3.1 – Protected action ballots
Revoking a protected action ballot order
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Links to application form
Form F36 – Application for revocation of a protected action ballot order:
• www.fwc.gov.au/documents/forms/Form_F36.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F36.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Revoking a protected action ballot order
See Fair Work Act s.448
An applicant for a protected action ballot order can apply to have the protected action ballot order
revoked. This means that the order to conduct a ballot is cancelled. For example, this may be used in
circumstances where the parties have come to an agreement on the terms of the proposed
enterprise agreement and there is no further need to consider taking employee claim action.
Making the application
An applicant for a protected action ballot order may apply to the Commission, at any time before
voting in the protected action ballot closes, to revoke the order.
An application to revoke a protected action ballot order made to the Commission must include the
following documentation:
• a completed and signed application form [Form F36], and
• a copy of the protected action ballot order to which the application relates.
113
Powers of the Commission
If an application to revoke a protected action ballot order is made, the Commission must revoke the
order.
113
Fair Work Commission Rules r.8(2) and r.31(3).
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Ballot agents
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Part 3.2 – Voting
Ballot agents
See Fair Work Act s.449
Voting for a protected action ballot must be arranged and overseen by an authorised ballot agent.
The ballot agent must ensure that the ballot is conducted efficiently and meets all of the
requirements set by the Commission and the Fair Work Act and Regulations.
A protected action ballot must be conducted by:
• if a person is specified in the protected action ballot order as the protected action ballot
agent for the ballot – that person, or
• the AEC.
The ballot agent must conduct the protected action ballot quickly and in accordance with the
following:
• the protected action ballot order
• the timetable for the ballot
• sections 449–458 of the Fair Work Act
• any directions given by the Commission
• any procedures prescribed by the Fair Work Regulations.
Directions about ballot paper
The ballot agent for a protected action ballot may provide with the ballot paper:
• directions to be followed by an employee entitled to vote in the ballot so that the vote
complies with the Fair Work Act and Fair Work Regulations, and
• other directions that the agent reasonably believes may assist in ensuring an irregularity
does not occur in the conduct of the ballot, and
• notes to assist an employee who is entitled to vote in the ballot by informing him or her of
matters relating to conduct of the ballot.
114
114
Fair Work Regulations r.3.14.
Part 3.2 – Voting
Ballot agents
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Directions for conduct of protected action ballot for alternative ballot agent
See Fair Work Act s.450
The Commission must give the alternative ballot agent (ie ballot agent that is not the AEC) written
directions in relation to the following matters relating to the protected action ballot:
• the development of a timetable
• the voting method, or methods, to be used (which cannot be a method involving a show of
hands) – examples of voting methods are attendance voting, electronic voting and postal
voting
• the compilation of the roll of voters
• the addition of names to, or removal of names from, the roll of voters
• any other matter in relation to the conduct of the ballot that the Commission considers
appropriate.
Note: A ballot agent must not contravene a term of a direction given by the Commission in relation
to a protected action ballot.
115
To enable the roll of voters to be compiled, the Commission may direct, in writing, either or both of
the following:
• the employer of the employees who are to be balloted
• the applicant for the protected action ballot order
to give to the Commission or the ballot agent:
• the names of the employees included in the group or groups of employees specified in the
protected action ballot order, and
• any other information that it is reasonable for the Commission or the ballot agent to require
to assist in compiling the roll of voters.
If:
• an applicant for a protected action ballot order, or
• the employer of an employee who is to be balloted;
provides information as directed, the applicant or employer must include with the information a
declaration in writing that the applicant or employer reasonably believes that the information is
complete, up-to-date and accurate.
116
115
Fair Work Act s.463(2).
116
Fair Work Regulations r.3.15.
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Who may vote – roll of voters
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Timetable for protected action ballot
See Fair Work Act s.451
The following provisions apply if:
• the ballot agent is the AEC, or
• the Commission has directed the alternative ballot agent to comply with this section.
Note: If the following provisions do not apply, the ballot agent must comply with directions given by
the Commission in relation to the matters dealt with by this section.
As soon as practicable after receiving a copy of the protected action ballot order, the ballot agent
must, in consultation with each applicant for the order and the employer of the employees who are
to be balloted:
• develop a timetable for the conduct of the protected action ballot, and
• determine the voting method, or methods, to be used for the ballot (which cannot be a
method involving a show of hands) – examples of voting methods are attendance voting,
electronic voting and postal voting.
Who may vote – roll of voters
See Fair Work Act s.456
An employee may vote in the protected action ballot only if the employee’s name is on the roll of
voters for the ballot.
Compilation of roll of voters
See Fair Work Act s.452
This section applies if:
• the ballot agent is the AEC, or
• the Commission has directed the alternative ballot agent to comply with this section.
Note: If this section does not apply, the ballot agent must comply with directions given by the
Commission in relation to the matters dealt with by this section.
As soon as practicable after receiving a copy of the protected action ballot order, the ballot agent
must compile the roll of voters for the protected action ballot.
For the purpose of compiling the roll of voters, the ballot agent may direct, in writing, the employer
of the employees who are to be balloted, or the applicant for the order (or both), to give to the
ballot agent:
• the names of the employees included in the group or groups of employees specified in the
protected action ballot order, and
• any other information that it is reasonable for the ballot agent to require to assist in
compiling the roll of voters.
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If:
• an applicant for a protected action ballot order, or
• the employer of an employee who is to be balloted;
provides information as directed, the applicant or employer must include with the information a
declaration in writing that the applicant or employer reasonably believes that the information is
complete, up-to-date and accurate.
117
Who is eligible to be included on the roll of voters
See Fair Work Act s.453
An employee is only eligible to be included on the roll of voters for the protected action ballot if:
• the employee will be covered by the proposed enterprise agreement to which the ballot
relates, and
• the employee is included in a group of employees specified in the protected action ballot
order and either:
o is represented by a bargaining representative who was an applicant for the order, or
o is the bargaining representative for himself or herself but is also a member of a union that
was an applicant for the order.
Variation of roll of voters
See Fair Work Act s.454
Variation by protected action ballot agent on request
The provisions relating to adding or removing names to the roll of voters apply if:
• the protected action ballot agent is the AEC, or
• the Commission has directed the alternative ballot agent to comply with those subsections.
Note: If the provisions relating to adding or removing names to the roll of voters do not apply, the
ballot agent must comply with directions given by the Commission in relation to the matters dealt
with by those subsections.
Adding names to the roll of voters
The ballot agent must include an employee’s name on the roll of voters for the protected action
ballot if:
• the ballot agent is requested to do so by:
o an applicant for the protected action ballot order, or
o the employee, or
o the employee’s employer, and
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Fair Work Regulations r.3.15.
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• the ballot agent is satisfied that the employee is eligible to be included on the roll of voters,
and
• the request is made before the end of the working day before the day on which voting in the
ballot starts.
Removing names from the roll of voters
The ballot agent must remove an employee’s name from the roll of voters for the protected action
ballot if:
• the ballot agent is requested to do so by:
o an applicant for the protected action ballot order, or
o the employee, or
o the employee’s employer, and
• the ballot agent is satisfied that the employee is not eligible to be included on the roll of
voters, and
• the request is made before the end of the working day before the day on which voting in the
ballot starts.
The ballot agent must remove a person’s name from the roll of voters for the protected action ballot
if:
• the person (the former employee) is no longer employed by the employer (the former
employer) of the employees who are to be balloted, and
• the ballot agent is requested to do so by:
o an applicant for the protected action ballot order, or
o the former employee, or
o the former employer, and
• the request is made before the end of the working day before the day on which voting in the
ballot starts.
Variation by AEC on its own initiative
If the ballot agent is the AEC, the AEC may, on its own initiative and before the end of the working
day before the day on which voting in the ballot starts:
• include an employee’s name on the roll of voters for the protected action ballot if the AEC is
satisfied that the employee is eligible to be included on the roll of voters, or
• remove an employee’s name from the roll of voters for the protected action ballot if the AEC
is satisfied that the employee is not eligible to be included on the roll of voters, or
• remove a person’s name from the roll of voters for the protected action ballot if the person
is no longer employed by the employer of the employees who are to be balloted.
Part 3.2 – Voting
Ballot papers
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Ballot paper means:
• for a voting method that is not an electronic voting method – a paper ballot
paper, or
•
for an electronic voting method – an electronic ballot paper.
Related information
•
Form 1 – Ballot paper under Part 3 of Chapter 3
Ballot papers
See Fair Work Act s.455
The ballot paper for the protected action ballot must:
• be in the form prescribed by the Fair Work Regulations, and
• include any information prescribed by the Fair Work Regulations.
Form of ballot paper
The form of a ballot paper for a protected action ballot that is to be conducted by attendance voting
or postal voting is set out in Form 1 of Schedule 3.2 to the Fair Work Regulations.
A ballot paper for a protected action ballot that is to be conducted by electronic voting must include
the information and the content set out in Form 1 of Schedule 3.2 to the Fair Work Regulations.
118
Authorisation of ballot
The ballot agent for the ballot must:
• for attendance voting or postal voting – issue to each employee who is to be balloted a
ballot paper that bears:
o the agent’s initials, or
o a facsimile of the agent’s initials, and
• for electronic voting – ensure that the protected action ballot identifies the ballot agent who
is authorised to conduct the protected action ballot.
A ballot paper may be issued to an employee by post, email or electronically.
119
118
Fair Work Regulations r.3.16.
119
Fair Work Regulations r.3.18(2)–(2A).
Part 3.2 – Voting
Voting procedure
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The envelope must:
• set out a form of declaration that the employee has not voted before in the
ballot, and
• have a place on which the employee can sign the envelope, and
• be able to fit into the prepaid envelope provided to return the ballot to the
agent.
121
Voting procedure
The procedures for conducting either a postal vote or electronic vote are detailed below. Because
the ballot agent will be present at an attendance vote the Fair Work Regulations do not set out a
specific procedure for conducting an attendance vote, however information on providing a
replacement ballot paper for an attendance vote is also included below.
Postal voting procedure
If the ballot is conducted by postal voting, the ballot agent must, as soon as practicable, post to each
employee who is to be balloted a sealed envelope that contains:
• the ballot paper, and
• information about:
o the closing date of the ballot, and
o the time, on the closing date, by which the agent must receive the employee’s vote, and
• an envelope in which the employee must place his or her ballot paper, and
• a prepaid envelope addressed to the ballot agent and that may be posted without cost to
the employee, and
• any other material that the ballot agent considers to be relevant to the ballot.
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Replacement ballot paper – postal voting
An employee who is to be balloted by postal voting may ask the ballot agent for a replacement ballot
paper because:
• the employee did not receive a copy of the protected action ballot order or the associated
documents, or
• the employee did not receive a ballot paper in those documents, or
• the ballot paper has been lost or destroyed, or
• the ballot paper has been spoilt.
122
120
Fair Work Regulations r.3.18(3).
121
Fair Work Regulations r.3.18(4).
122
Fair Work Regulations r.3.18(5).
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Voting procedure
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The request for a replacement ballot paper must:
• be received by the ballot agent on or before the closing day of the ballot, and
• state the reason for the request, and
• if practicable, be accompanied by evidence that verifies, or tends to verify, the reason, and
• include a declaration by the employee that the employee has not voted at the ballot.
123
The ballot agent must give the employee a replacement ballot paper if satisfied that:
• the reason for the request is a reason mentioned in subregulation 3.18(5), and
• the request is in accordance with the requirements mentioned in subregulation 3.18(6), and
• the employee has not voted at the ballot.
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Replacement ballot paper – attendance voting
If:
• an employee is to be balloted by attendance voting, and
• the employee satisfies the ballot agent, before depositing the ballot paper in the repository
that serves to receive or hold ballot papers, that the employee has accidentally spoilt the
paper;
the ballot agent must give the employee a replacement ballot paper.
125
The protected ballot agent must also:
• mark ‘spoilt’ on the ballot paper and initial the marking, and
• keep the ballot paper.
126
Conduct of protected action ballot by electronic voting
If a protected action ballot is conducted by electronic voting, the ballot agent must ensure that:
• only employees on the roll of voters are provided with access to the electronic voting
system, and
• each employee to be balloted can vote only once in the ballot, and
• there is a record of who has voted, and
• there is no way of identifying how any employee has voted, and
• the sum of the votes cast for each proposition and the votes cast against each proposition is
the same as the total votes cast.
127
123
Fair Work Regulations r.3.18(6).
124
Fair Work Regulations r.3.18(7).
125
Fair Work Regulations r.3.18(8).
126
Fair Work Regulations r.3.18(9).
127
Fair Work Regulations r.3.16A.
Related information
• Content of notice
Part 3.2 – Voting
Voting procedure
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Examples of unique identifiers are:
• a username and password, or
• a username and a personal identification number.
Electronic voting procedure
If the ballot is conducted by electronic voting, the ballot agent must, as soon as practicable, issue to
each employee who is to be balloted the following:
• instructions that allow the employee to access the relevant electronic voting program,
including a unique identifier that allows the employee to access the relevant electronic
voting program
• information about the closing date for the ballot and the time, on the closing date, by which
the ballot agent must receive the employee’s vote, and
• any other material that the ballot agent considers to be relevant to the ballot.
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Replacement information – electronic voting
An employee may ask the ballot agent for a replacement of the information provided regarding the
electronic voting procedure if:
• the employee did not receive information about how to access the electronic voting system,
or
• the information regarding the electronic voting procedure has been lost or destroyed, or
• the unique identifier provided for the electronic voting procedure did not allow the
employee to access the electronic voting system.
129
A request for the replacement of the information provided regarding the electronic voting
procedure must:
• be received by the ballot agent on or before the closing day for the ballot, and
• state the reason for the request, and
• if it is available, be accompanied by evidence that verifies, or tends to verify, the reason
given for the request, and
• include a declaration by the employee that the employee has not voted in the ballot.
130
The ballot agent must give an employee replacement information if satisfied that:
• the reason for the request is a reason mentioned in subregulation 3.18(7A), and
• the request is in accordance with the requirements mentioned in subregulation 3.18(7B),
and
• the employee has not voted in the ballot.
131
128
Fair Work Regulations r.3.18(4A).
129
Fair Work Regulations r.3.18(7A).
130
Fair Work Regulations r.3.18(7B).
131
Fair Work Regulations r.3.18(7C).
Part 3.2 – Voting
Schedule 3.2 – Ballot papers
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Schedule 3.2 – Ballot papers
(regulation 3.16)
Form 1 – Ballot paper under Part 3 of Chapter 3
(regulation 3.16)
Fair Work Act 2009, Chapter 3, Part 3.3, Division 8
BALLOT OF MEMBERS OF
(Name of organisation)
BALLOT PAPER IN RESPECT OF
PROTECTED ACTION BALLOT
CLOSING DATE OF BALLOT:(Date)
(Initials, or facsimile of
initials, of the person
conducting the ballot)
The proposed protected industrial action to which this ballot applies is [description].
DIRECTIONS TO VOTERS
1. Record your vote on the ballot paper as follows:
• if you approve the proposed protected industrial action, mark the YES box opposite the
question;
• if you do not approve the proposed protected industrial action, mark the NO box opposite
the question.
2. Do not place on this paper any mark or writing that may identify you.
QUESTION(S) FOR VOTERS
(Text of question or questions
as ordered by Fair Work Commission)
YES
NO
Part 3.2 – Voting
Schedule 3.2 – Ballot papers
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INFORMATION FOR VOTERS
1. The applicant(s) for the protected action ballot order is or are [name(s)].
1
1. The agent of the applicant(s) for the protected action ballot order is [name].
1
1
omit if inapplicable
2. The employees who are to be balloted are [description].
3. The protected action ballot agent authorised to conduct the ballot is [name].
YOUR VOTE IS SECRET, AND YOU ARE FREE
TO CHOOSE WHETHER OR NOT TO SUPPORT
THE PROPOSED INDUSTRIAL ACTION.
Part 3.2 – Voting
Scrutiny of the ballot
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Related information
•
Directions about ballot paper
Scrutiny of the ballot
See Fair Work Regulations r.3.19
Counting votes
The ballot agent for the protected action ballot ballot must determine the result of the ballot by
conducting a scrutiny in accordance with Regulation 3.19.
As soon as practicable after the close of the ballot, the ballot agent must:
• admit the valid ballot papers and reject the informal ballot papers, and
• count the valid ballot papers, and
• record the number of votes:
o in favour of the question or questions, and
o against the question or questions, and
• count the informal ballot papers.
Informal votes
A vote is informal only if:
• for an attendance vote or a postal vote – the ballot paper does not bear:
o the initials of the ballot agent, or
o a facsimile of the ballot agent’s initials, or
• the ballot paper is marked in a way that allows the employee to be identified, or
• the ballot paper is not marked in a way that makes it clear how the employee meant to vote,
or
• a direction about the ballot paper that was to be followed by an employee entitled to vote in
the ballot has not been complied with.
However, a vote is not informal because the ballot paper does not bear:
• the initials of the ballot agent, or
• a facsimile of the ballot agent’s initials;
if the ballot agent is satisfied that the ballot paper is authentic.
If the protected action ballot agent is informed by a scrutineer that the scrutineer objects to a ballot
paper being admitted as formal, or rejected as informal, the ballot agent must:
• decide whether the ballot paper is to be admitted as formal or rejected as informal, and
• for an attendance vote or a postal vote – endorse the decision on the ballot paper and initial
the endorsement.
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Scrutiny of the ballot
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Error during scrutiny
If the ballot agent conducting the ballot is informed by a scrutineer to the effect that, in the
scrutineer’s opinion, an error has been made in the conduct of the scrutiny, the ballot agent must:
• decide whether an error has been made, and
• if appropriate, direct what action is to be taken to correct or mitigate the error.
Secrecy
To preserve the secrecy of a postal vote or an electronic vote, the ballot agent must ensure that the
independent advisor or a scrutineer does not have access to any evidence that may allow the ballot
paper to be identified as having been completed by a particular employee.
Control of scrutiny process
If a person:
• is not entitled to be present, or to remain present, at a scrutiny, or
• interrupts the scrutiny of a ballot, except to perform a function related to counting votes;
the ballot agent conducting the ballot may direct the person to leave the place where the scrutiny is
being conducted.
If any direction is given to a person by the ballot agent conducting the ballot, that person must
comply with the direction.
Note: This is a civil remedy provision.
Scrutineers
See Fair Work Regulations r.3.20
Regulation 3.20 sets out matters relating to the qualifications, appointment, powers and duties of
scrutineers for a protected action ballot.
Appointment
Both the employer and the applicant for a protected action ballot may appoint one or more
scrutineers to perform the functions set out in this regulation.
An appointment as a scrutineer must be made by an instrument signed on behalf of the employer or
applicant.
Related information
• Scrutineers
Part 3.2 – Voting
Results of the ballot
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A person who has not been appointed as a scrutineer:
• is not a scrutineer, and
• is not permitted to attend the scrutiny of ballot material as a scrutineer, and
• is not permitted to perform the functions set out in regulation 3.20.
Functions
A scrutineer may be present at the scrutiny of ballot material as follows:
• if the ballot is conducted by postal voting or by electronic voting, the scrutineer may be
present after the ballot agent has removed evidence of an employee’s identity, or
• if the ballot is not conducted by postal voting or by electronic voting, the scrutineer may be
present when the ballot agent is ready to conduct the scrutiny of the ballot material.
However:
• the total number of scrutineers in attendance at a particular time at the scrutiny of the
ballot material must not exceed the total number of people who are:
o performing functions and duties as, or on behalf of, the ballot agent, and
o engaged on the scrutiny of the ballot material at that time; and
• if a person fails to produce the person’s instrument of appointment as a scrutineer for
inspection by the ballot agent for the ballot, when requested by the ballot agent to do so,
the ballot agent may refuse to allow the person to attend or act as a scrutineer.
At the scrutiny of the ballot material:
• if the scrutineer objects to a decision that a vote is formal or informal, the scrutineer may
inform the ballot agent of the objection, and
• if the scrutineer considers that an error has been made in the conduct of the scrutiny, the
scrutineer may inform the ballot agent of the scrutineer’s opinion.
Results of the ballot
See Fair Work Act s.457
As soon as practicable after voting in the protected action ballot closes, the ballot agent must, in
writing:
• make a declaration of the results of the ballot, and
• inform the following persons of the results:
o each applicant for the protected action ballot order
o the employer of the employees who were balloted, and
o the Commission.
The Commission must publish the results of the protected action ballot, on its website or by any
other means that the Commission considers appropriate, as soon as practicable after it is informed
of them.
Part 3.2 – Voting
When is industrial action authorised?
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When is industrial action authorised?
See Fair Work Act s.459
Industrial action is authorised if:
• the industrial action was the subject of the ballot
• at least 50 per cent of employees on the roll of voters for the ballot voted in the ballot
• more than 50 per cent of the valid votes cast were votes approving the industrial action, and
• the industrial action commences within the 30 day period starting on date of declaration of
the results of the ballot, or if the Commission has extended that period by a further 30 days,
within that period. Where a ballot authorises various types of industrial action, a particular
type of industrial action must be commenced within the 30 day period, or any further 30 day
period allowed by the Commission, in order for that industrial action to remain protected
after the 30 day expires.
132
If the protected action ballot includes questions or a series of questions specifying periods of
industrial action of a particular duration and does not specify that consecutive periods of industrial
action may be organised or engaged in, only the first period is taken as the subject of the ballot.
A previous failed protected action ballot is no impediment to seeking a fresh application.
Commission can extend period to commence action
If an applicant applies to the Commission, the initial 30 day period to commence action may be
extended by 30 days if the period has not previously been extended.
132
Asurco Contracting Pty Ltd v Construction, Forestry, Mining and Energy Union [2010] FWA 8674
(O’Callaghan SDP, 10 November 2010); United Colleries Pty Ltd v Construction, Forestry, Mining and Energy
Union (2006) FCA 904 (14 July 2006).
The Commission publishes the results of protected action ballots on its website, as
soon as practicable after being informed of them.
You can access the ballot results page through the following link:
www.fwc.gov.au/resolving-issues-disputes-and-dismissals/industrial-action/protected-
action-ballots
Part 3.2 – Voting
When is industrial action authorised?
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Case example:
Less than 50 per cent of employees on the roll of voters voted
Australian Municipal, Administrative, Clerical and Services Union v Endeavour Energy
[2015] FWC 1190 (Harrison SDP, 27 February 2015).
Facts
A protected action ballot order authorising the balloting of employees at Endeavour
Energy was issued on 12 January 2015.
On 11 February the ballot agent declared that less than 50 per cent of the employees on
the roll of voters had voted in the ballot. The ballot was therefore incapable of authorising
the relevant industrial action, as it did not comply with s.459(1)(b) of the Fair Work Act
which requires at least 50 per cent of the employees on the roll of voters for the ballot to
vote.
The union made a subsequent application in the same terms.
Outcome
The Commission was satisfied the requirements for a protected action ballot order had
been met and that it had no discretion to refuse to grant an order simply because an
earlier ballot was held and failed. The parties had agreed that the new protected action
ballot would be conducted by postal vote.
Relevance
If the requirements under the Fair Work Act for a protected action ballot are satisfied, the
application for a protected action ballot order will not be refused simply because an
earlier ballot was held and failed.
Part 3.2 – Voting
When is industrial action authorised?
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Case example: Industrial action commenced within the 30-day period – Consecutive forms of
industrial action
Asurco Contracting Pty Ltd v Construction, Forestry, Mining and Energy Union [2010] FWA 8674
(O’Callaghan SDP, 10 November 2010).
Facts
Asurco lodged a s.418 application seeking an order that industrial action proposed by the
CFMEU to commence on 11 November 2010 stop, or not occur. On 19 July 2010 the
Commission issued a protected action ballot order, the ballot result was declared on
6 August 2010, with each of the ballot questions being authorised. On 5 November 2010
the CFMEU provided notice in the following terms:
‘We wish to advise that the employees of Asurco will commence protected industrial
action as listed below:
• A 48 hour stoppage on Thursday 11th of November 2010 and Friday 12th of
November 2010 as approved in question 4 of the ballot a 48 Hour Stoppage.
• A ban on working overtime on Saturday 13th August as approved in question
6 of the ballot, ban on working overtime.’
The CFMEU later amended this notice to withdraw the part of the notice which referred
to a ban on Saturday overtime as per Question 6 of the Protected Action Ballot. The
CFMEU confirmed that the notification relating to a 48 hour stoppage on Thursday 11th
November and Friday 12th of November remained in place.
Asurco asserted that this 48-hour stoppage was outside of the 30 day period specified in
s.459(1)(d) and must consequently be unprotected industrial action which should be
stopped pursuant to s.418(1).
Outcome
At the hearing Asurco conceded that an earlier 48-hour stoppage had occurred on 26 and
27 August 2010, within the 30-day period. However, Asurco asserted that the gap
between the first 48-hour stoppage and the stoppage proposed for 11 and 12 November
2010 meant that these actions could not be regarded as consecutive actions. Further,
Asurco asserted that the CFMEU notice of 5 November 2010 referred to action that ‘will
commence’ and, as such, the proposed 48-hour stoppage must be regarded as a new or
discreet form of action commencing outside of the specified 30-day period.
The Commission held that the protected action ballot authorisation relied upon in this
situation authorised one or more 48-hour stoppages either separately, or consecutively,
or concurrently with other authorised actions. The initiation of the 48-hour stoppage
within the 30-day period specified in section 459(1)(d) means that, pursuant to section
459(2), further 48-hour stoppages outside of that initial 30-day period may be considered
consecutive forms of industrial action. The Commission was also not persuaded that the
use of the phrase ‘will commence industrial action’ established that the 48-hour stoppage
proposed for 11 and 12 November 2010 was a new form of industrial action, unrelated to
the 48-hour stoppage of August 2010.
Relevance
Because the CFMEU had given notice of the stoppage on 26 and 27 August 2010, which
was within the 30-day period, and given that the protected action ballot order authorised
one or more 48-hour stoppages consecutively, the industrial action had commenced
within the 30-day period.
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Interference with protected action ballot
See Fair Work Act s.462
A person must not do any of the following in relation to a protected action ballot:
• hinder or obstruct the holding of the ballot
• use any form of intimidation to prevent a person entitled to vote in the ballot from voting,
or to influence the vote of such a person
• threaten, offer or suggest, or use, cause or inflict, any violence, injury, punishment, damage,
loss or disadvantage because of, or to induce:
o any vote or omission to vote, or
o any support of, or opposition to, voting in a particular manner;
• offer an advantage (whether financial or otherwise) to a person entitled to vote in the ballot
because of or to induce:
o any vote or omission to vote, or
o any support of, or opposition to, voting in a particular manner;
• counsel or advise a person entitled to vote to refrain from voting
• impersonate another person to obtain a ballot paper to which the first person is not
entitled, or impersonate another person for the purpose of voting
• do an act that results in a ballot paper or envelope being destroyed, defaced, altered, taken
or otherwise interfered with
• fraudulently put a paper ballot paper or other paper:
o into a repository that serves to receive or hold paper ballot papers, or
o into the post;
• fraudulently deliver or send an electronic ballot paper or other document to a repository
that serves to receive or hold electronic ballot papers
• fraudulently deliver or send a ballot paper or other paper to a person receiving ballot papers
for the purposes of the ballot
• record a vote that the first person is not entitled to record
• record more than one vote
• forge a ballot paper or envelope, or utter
133
a ballot paper or envelope that the first person
knows to be forged
• provide a ballot paper without authority
• obtain or have possession of a ballot paper to which the first person is not entitled
• request, require or induce another person:
o to show a ballot paper to the first person, or
133
Definition provided in Fair Work Act s.462(2).
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Note: This is a civil remedy provision.
Note: This is a civil remedy provision.
Note: This is a civil remedy provision.
Note: This is a civil remedy provision.
o to permit the first person to see a ballot paper in such a manner that the first person can see
the vote;
while the vote is being made, or after the vote has been made, on the ballot paper, or
• do an act that results in a repository that serves to receive or hold ballot papers being
destroyed, taken, opened or otherwise interfered with.
A person who is performing functions or exercising powers for the purposes of a protected action
ballot must not show to another person, or permit another person to have access to, a ballot paper
used in the ballot, except in the course of performing those functions or exercising those powers.
Contravening a protected action ballot order
See Fair Work Act s.463
A person must not contravene:
• a term of a protected action ballot order, or
• a term of an order made by the Commission in relation to a protected action ballot order or
a protected action ballot.
A person must not contravene a direction given by the Commission, or a ballot agent, in relation to a
protected action ballot order or a protected action ballot.
Exclusion – AEC
However, an order regarding these civil remedy provisions cannot be made in relation to a
contravention (or alleged contravention) by the AEC.
134
Report about conduct of protected action ballot
See Fair Work Act s.458
Protected action ballot conducted by the AEC
If:
• the ballot agent is the AEC, and
• the AEC:
o receives any complaints about the conduct of the protected action ballot, or
o becomes aware of any irregularities in relation to the conduct of the ballot;
the AEC must prepare a written report about the conduct of the ballot and give it to the
Commission.
134
Fair Work Act s.463(3).
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Protected action ballot conducted by an alternative ballot agent
If:
• the ballot agent is not the AEC, and
• the ballot agent or the independent advisor (if any) for the protected action ballot:
o receives any complaints about the conduct of the ballot, or
o becomes aware of any irregularities in relation to the conduct of the ballot;
the ballot agent or the independent advisor (as the case may be) must prepare a report about the
conduct of the ballot and give it to the Commission.
Note: This is a civil remedy provision.
If:
• the ballot agent is not the AEC, and
• the Commission:
o receives any complaints about the conduct of the protected action ballot, or
o becomes aware of any irregularities in relation to the conduct of the ballot;
the Commission must, in writing, direct the ballot agent or the independent advisor (if any) for the
ballot (or both) to prepare a report about the conduct of the ballot and give it to the Commission.
Conduct of a protected action ballot includes, but is not limited to, the compilation of the roll of
voters for the ballot.
An irregularity, in relation to the conduct of a protected action ballot, includes, but is not limited to,
an act or omission by means of which the full and free recording of votes by all employees entitled
to vote in the ballot, and by no other persons is, or is attempted to be, prevented or hindered.
A report about the conduct of the ballot must be prepared in accordance with the Fair Work
Regulations.
Report about conduct of protected action ballot – independent advisor
For the purpose of preparing the report, the independent advisor may:
• be present at the conduct of any part of a protected action ballot (including the scrutiny of
the roll of voters), and
• request information held by the ballot agent for the ballot, and
• make a recommendation to the ballot agent for the purpose of ensuring the conduct of the
protected action ballot will be fair and democratic, and
• set out in his or her report:
o a description of any recommendation made, and
o whether the ballot agent complied with the recommendation.135
135
Fair Work Regulations r.3.17.
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The costs of conducting a protected action ballot are:
• if the ballot agent is an applicant for the protected action ballot order – the costs
incurred by the applicant in relation to the ballot, or
• otherwise – the amount the ballot agent charges to the applicant or applicants in
relation to the ballot.
136
However, the costs of conducting a protected action ballot do not include any costs
incurred by the ballot agent in relation to legal challenges to matters connected with
the ballot.
137
Costs of protected action ballot conducted by the AEC
See Fair Work Act s.464
The Commonwealth is liable for the costs incurred by the AEC in relation to the protected action
ballot, whether or not the ballot is completed.
However, except as provided by regulations the Commonwealth is not liable for any costs incurred
by the AEC in relation to legal challenges to matters connected with the protected action ballot.
Costs of protected action ballot conducted by alternative ballot agent
See Fair Work Act s.465
The applicant for the protected action ballot order is liable for the costs of conducting the protected
action ballot, whether or not the ballot is completed.
If the application for the protected action ballot order was made by joint applicants, each applicant
is jointly and severally liable for the costs of conducting the protected action ballot, whether or not
the ballot is completed.
Costs of legal challenges
See Fair Work Act s.466
The Fair Work Regulations may provide for who is liable for costs incurred in relation to legal
challenges to matters connected with a protected action ballot.
Regulations made for this purpose may also provide for a person who is liable for costs referred to in
that subsection to be indemnified by another person for some or all of those costs.
Note: The Fair Work Regulations do not currently provide for who is liable for costs incurred in
relation to legal challenges to matters connected with a protected action ballot.
136
Fair Work Act s.465(4).
137
Fair Work Act s.465(5).
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Information about employees on roll of voters not to be disclosed
See Fair Work Act s.467
A person who:
• is the alternative ballot agent for a protected action ballot, or
• is the independent advisor for a protected action ballot, or
• acquires information from, or on behalf of, the alternative ballot agent or independent
advisor in the course of performing functions or exercising powers for the purposes of the
ballot;
must not disclose to any other person information about an employee who is on the roll of voters
for the ballot if the information will identify whether or not the employee is a member of a union.
Note: This is a civil remedy provision.
Exception – disclosure
The prohibition of disclosure provision does not apply if:
• the disclosure is made in the course of performing functions or exercising powers for the
purposes of the protected action ballot, or
• the disclosure is required or authorised by or under a law, or
• the employee has consented, in writing, to the disclosure.
Note: Personal information given to the Commission, the AEC or an alternative ballot agent under
this Division may be regulated under the Privacy Act 1988 (Cth).
Note: The President of the Commission may, in certain circumstances, disclose, or authorise the
disclosure of, information acquired by the Commission or a member of the staff of the Commission,
in the course of performing functions or exercising powers as the Commission.
Records
See Fair Work Act s.468
The ballot agent for a protected action ballot must keep the following ballot material:
• the roll of voters for the ballot
• the ballot papers, envelopes and other documents and records relating to the ballot, and
• any other material prescribed by the Fair Work Regulations.
The ballot material must be kept for one year after the day on which the protected action ballot
closed.
The ballot agent must comply with any requirements prescribed by the Fair Work Regulations
relating to how the ballot material is to be kept.
Note: The Fair Work Regulations do not currently prescribe any other ballot material that must be
kept by the protected action ballot agent, nor any requirements relating to how the ballot material is
to be kept.
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Notice requirements
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Related information
• Employee claim action – notice period
• Employer response action – notice period
• Employee response action – notice period
Part 3.3 – Taking protected industrial action
Notice requirements
See Fair Work Act s.414 and s.443(5).
Before a person engages in protected industrial action they must give notice of the action. The
notice must specify the nature of the action and the day on which it will start.
Different notice requirements apply to employee claim action, employer response action and
employee response action.
The purpose of the notice requirement for employee claim action is to give the employer the
opportunity to respond to the action by making relevant preparations. The response may involve
making arrangements to deal with unavailability of labour, including making appropriate
arrangements in relation to customers, suppliers and other contractors. Whether the terms of the
notice are adequate may depend on the nature of the employer’s operations including their size, the
number of employees, the number of locations, the time at which the action is to occur and the
employees potentially taking the industrial action.
138
Notice must specify the nature of the action
A notice of protected industrial action must contain a sufficiently detailed description of the nature
of the action, to put the employer in a position to make reasonable preparations to deal with the
effect of the industrial action.
139
Whether a particular notice meets the requirements in s.414(6) will depend upon the terms of the
notice and the industrial context.
140
138
Linfox Armaguard Pty Ltd v Transport Workers' Union of Australia [2014] FWC 2645 (Hampton C, 30 April
2014) at para. 31; citing Telstra Corporation Limited v Communications, Electrical, Electronic, Energy,
Information, Postal, Plumbing and Allied Services Union of Australia [2009] FWAFB 1698 (Giudice J, Acton SDP,
Whelan C, 15 December 2009) at para. 12, [(2009) 190 IR 342].
139
Telstra Corporation Limited v Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing
and Allied Services Union of Australia [2009] FWAFB 1698 (Giudice J, Acton SDP, Whelan C, 15 December 2009)
at para. 16, [(2009) 190 IR 342].
140
ibid., at para. 18.
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Notice requirements
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Case example:
Nature of industrial action specified
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services
Union v Pinnacle Career Development Pty Ltd [2010] FCA 1350 (3 December 2010),
[(2010) 190 FCR 581].
Facts
The union issued a valid notice to the employer that protected industrial action would
commence. In response, the employer issued a notice which included the following text:
‘In response to the industrial action threatened by you, we put you on notice that any
employee that engages in such action will be the subject of an indefinite lockout’
The union argued that the employer’s notice did not identify the day on which the
responsive action would start, and was therefore invalid.
Outcome
The Federal Court found that the employer’s notice must be read in the context of the
employee’s own notice of industrial action. The Court held that because the notice of an
‘indefinite lockout’ was responsive to the employee’s notice of protected industrial action,
the employees were left in no doubt that the employer’s action would start in reference
to the employee’s intended industrial action.
Relevance
Notice of responsive action must be read in the context of the industrial action notice. The
Federal Court applied the principle from Telstra v CEPU and highlighted that the purpose
of the notice requirement is to give the ‘recipient’ of the notice an opportunity to respond
to the action by making relevant preparations or considering a particular response.
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Case example:
Nature of industrial action NOT specified
Telstra Corporation Limited v Communications, Electrical, Electronic, Energy, Information,
Postal, Plumbing and Allied Services Union of Australia [2009] FWAFB 1698 (Giudice J, Acton
SDP, Whelan C, 15 December 2009), [(2009) 190 IR 342].
Facts
The CEPU gave notice to Telstra that included the following text:
‘The employee claim action will take the form of an unlimited number of indefinite
stoppages of work by those CEPU members whose normal place of work is all States
and Territories of Australia.
The employee claim action will occur between the hours of 12:01 am and 11:59 pm on
Wednesday 2 December, 2009’.
Telstra argued that the terms of the notice (‘indefinite stoppage’) were too vague, and
could never amount to a specification for the purposes of s.414(6).
The CEPU contended that the section did not require the union to provide detailed
particulars of the action, only the nature of the action it intended to take.
Outcome
The Full Bench found the notice was invalid as it failed to specify the nature of the
industrial action. The Full Bench held that the description of the action contained in the
notice should be sufficient to put the employer in a position to make reasonable
preparations to deal with the effect of the industrial action. Although the Full Bench
disagreed with Telstra that ‘indefinite stoppage’ could never comply with the specification
requirement from s.414(6), given the scale of Telstra’s operations and the number of
employees, the notice was inadequate and Telstra was not in a position to make
reasonable preparations to deal with the effects of the industrial action.
Relevance
The decision highlights the importance of specifying the nature of the industrial action as
required by s.414(6) of the Fair Work Act. Whether notice is specific in any given
circumstance will depend on the context in which it appears, including the employer’s
operations, its size and number of locations.
Employee claim action – notice period
See Fair Work Act s.414(1)–(3)
For employee claim action, a bargaining representative of an employee who will be covered by the
enterprise agreement must give written notice of the action to the employer.
The minimum notice period is three working days or any longer period of notice specified in a
protected action ballot order of up to seven working days.
Notice must not be given until after the results of the protected action ballot have been declared.
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Exceptional circumstances are circumstances which are:
• out of the ordinary course
• unusual
• special, or
• uncommon.
142
They need not be:
• unique
• unprecedented, or
• very rare.
143
Exceptional circumstances are NOT regularly, routinely or normally encountered.
144
Exceptional circumstances may be a single exceptional event or a series of events that
together are exceptional.
145
Related information
•
What is a day?
Commission can extend period of notice
If the Commission is satisfied when making a protected action ballot order that there are exceptional
circumstances justifying the period of written notice for employee claim action being longer than
3 working days, it may specify a longer period of up to 7 working days.
141
The Commission is not simply concerned with determining whether there are exceptional
circumstances. There must be exceptional circumstances ‘justifying’ the specification of a longer
notice period.
146
141
Fair Work Act s.443(5).
142
Ho v Professional Services Review Committee No 295 [2007] FCA 388 (26 March 2007) at para. 25; citing R v
Kelly [2000] QB 198 at p. 208; cited in Nulty v Blue Star Group Pty Ltd [2011] FWAFB 975 (Lawler VP, Sams DP,
Williams DP, 16 February 2011) at para. 13, [(2011) 203 IR 1].
143
ibid.
144
ibid.
145
ibid., at para. 26.
146
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of
Australia v Australian Postal Corporation [2007] AIRC 848 (Lawler VP, 9 October 2007) at para. 11, [(2007) 167
IR 4].
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Case example:
Period of written notice for employee claim action extended
Transport Workers’ Union of Australia v Linfox Armaguard Pty Ltd [2016] FWC 1275
(Kovacic DP, 29 February 2016).
Facts
The TWU applied for a protected action ballot order in respect of employees of
Armaguard who were ‘Road Crew’ members of the TWU. Armaguard objected, claiming
that there were exceptional circumstances which justified the period of written notice
being extended to five days. In particular Armaguard cited contingency arrangements that
would be needed to minimise cash holdings on clients’ premises, as well as a general
requirement to maintain constant availability of cash to retailers and ATM facilities.
Outcome
The Commission found exceptional circumstances existed, referring to the potential for a
heightened security risk to Armaguard’s employees, clients, clients’ employees and the
wider public. Along with this there was also potential economic impact on third parties –
resulting from interruptions to cash collection and distribution – that when considered
together constituted exceptional circumstances.
Relevance
The Commission made its determination based on evidence of timeframes involved in
arranging appropriate contingency measures, some of which exceeded three working
days.
Case example:
Period of written notice for employee claim action NOT extended
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services
Union of Australia v Australian Postal Corporation [2007] AIRC 848 (Lawler VP, 9 October 2007),
[(2007) 167 IR 4].
Facts
The CEPU obtained a protected action ballot order in respect of certain employees of
Australia Post. Australia Post made an application to vary the order to allow for a 7 day
written notice period, rather than 3 days as specified in the order. This was claimed to be
necessary owing to Australia Posts’ statutory obligations regarding service standards, the
size and number of its businesses and due to the effect industrial action would have on its
operations during a seasonal peak and election period to the detriment of the community.
Outcome
Following a weighing of competing factors, the Commission was not persuaded that the
circumstances relied on were so exceptional as to justify an extension of the period and
reduction in the effectiveness of the employee bargaining position it would entail.
Relevance
While circumstances relied upon in an application may be considered as ‘exceptional’, the
onus is on the applicant to show exceptional circumstances justify an extension of the
notice period.
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Related information
• Employee claim action
• Employer response action
• Employee response action
Employer response action – notice period
See Fair Work Act s.414(5)
For employer response action, the Fair Work Act does not specify a time period for the provision of
notice, just that it must be written and given before the employer response action commences.
The employer proposing to take the action must:
• give written notice to each bargaining representative of an employee who will be covered by
the proposed enterprise agreement, and
• take all reasonable steps to notify employees who will be covered by the proposed
enterprise agreement.
Employee response action – notice period
See Fair Work Act s.414(4)
For employee response action, the Fair Work Act does not specify a time period for the provision of
notice, just that it must be written, given before the employee response action commences and
specify the nature of the action and the date that it starts.
A bargaining representative of an employee who will be covered by the enterprise agreement must
give written notice of the action to the employer.
Part 3.3 – Taking protected industrial action
Commencing protected industrial action
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Related information
•
What is a day?
Commencing protected industrial action
See Fair Work Act s.459(1)
In order for employee claim action
147
to be authorised and protected it must commence:
• during the 30 day period starting on the date of the declaration of the results of the ballot,
or
• if the Commission has granted an extension to the 30 day period, during the extended
period.
Once commenced, the form of protected industrial action taken can continue beyond the 30 day
period provided it is in line with the ballot endorsed action.
148
There is no requirement that the specific instances of protected industrial action specified in the
notice given to the employer under s.414 of the Fair Work Act are commenced within the 30 day
period. It is sufficient that the genus of industrial action commences within the 30 day period.
149
The 30 day period is a time limit for commencement of industrial action, not a time limit for
completion of industrial action. The purpose of the time limit is to ensure that the employees are
voting upon a real proposal based upon relatively contemporaneous circumstances. A commitment
to relatively prompt action is involved, rather than simply giving an authority which can be held up
the sleeve of those negotiating for the employees.
150
Commission can extend period for commencement of protected industrial
action
See Fair Work Act s.459(1)(d)(ii) and s.459(3).
The Commission may extend the period for the commencement of protected industrial action by up
to 30 days if an applicant for the protected action ballot order makes an application to the
Commission, and the period has not previously been extended.
The period may be extended after the initial 30 day period has expired, including pursuant to an
application made after the expiry of the initial 30 day period.
151
147
Fair Work Act s.409(2).
148
Maritime Union of Australia v DP World Adelaide Pty Ltd [2010] FWA 7638 (Hampton C, 1 October 2010) at
para. 31.
149
RMIT University v National Tertiary Education Industry Union [2009] FWA 1183 (Kaufman SDP, 23 November
2009) at para. 22.
150
United Colleries Pty Ltd v Construction, Forestry, Mining and Energy Union (2006) FCA 904 (14 July 2006) at
para. 21.
151
EnergyAustralia Yallourn Pty Ltd v Construction, Forestry, Mining and Energy Union [2013] FWCFB 2022
(Lawler VP, Sams DP, Lewin C, 4 April 2013) at para. 27, [(2013) 231 IR 254].
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Note: This is a civil remedy provision.
Related information
•
Industrial action defined
Case example:
Period for commencement of protected industrial action extended
EnergyAustralia Yallourn Pty Ltd v Construction, Forestry, Mining and Energy Union [2014]
FCAFC 8 (19 February 2014), [(2014) 218 FCR 316].
Facts
The CFMEU applied for an extension of the 30-day period for the commencement of
protected industrial action. The Commission extended the period. EnergyAustralia made
an application to the Full Court of the Federal Court contending that the Commission was
wrong to conclude it could extend the period after the initial 30-day period had expired.
Outcome
A majority of the Full Court held that this period can be extended by the Commission up
to 30 days under s.459(3), even if the initial 30-day period had expired.
Relevance
An extension of up to a further 30 days which the Commission may grant is to be
calculated by reference to the day ballot results are declared, and not the day from which
any extension is granted. Only action that ‘commences’ in the extended period will be
protected under s 459(1)(d)(ii). If action has commenced prior to the making of the
extension order the action will not be authorised.
Restrictions on commencing protected industrial action
No action to be taken before nominal expiry date of current agreement
See Fair Work Act s.417
Industrial action must not be organised or engaged in before the nominal expiry date of a current
enterprise agreement (the existing agreement) or workplace determination has passed.
This requirement applies to
• an employer, employee, or union, who is covered by the existing agreement or
determination, or
• an officer of a union that is covered by the existing agreement or determination, acting in
that capacity.
If a protected action ballot is conducted before the nominal expiry date of an existing agreement, it
is unlawful to organise or take industrial action pursuant to the ballot before that nominal expiry
date. If industrial action is taken before the nominal expiry date, even if that action was approved by
the protected action ballot, the industrial action will be unprotected.
152
152
Explanatory Memorandum to Fair Work Bill 2008 at para. 1763.
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Injunctions
The Federal Court or Federal Circuit Court may grant an injunction or make any other order the
Court considers appropriate to stop or remedy the effects of a breach of s.417 on application by:
• an employer, employee or union covered by the enterprise agreement or workplace
determination
• a person affected by the industrial action, or
• an inspector.
Case example:
Industrial action NOT taken before nominal expiry date of current agreement
Construction, Forestry, Mining and Energy Union v BHP Coal Pty Ltd [2015] FCAFC 25
(6 March 2015).
Facts
The CFMEU formulated a general policy concerning bans on overtime regarding
employees of a mine site. This policy was posted in the crib room of the site where the
employees represented by the union were covered by a current enterprise agreement.
Outcome
In considering whether the union contravened the Fair Work Act by promulgating the
policy – namely if it had ‘organised’ industrial action before the agreement’s nominal
expiry date – a distinction was drawn between organising industrial action and organising
‘for’ industrial action. The Full Court of the Federal Court considered that organising ‘for’
industrial action does not provide a basis for a breach of s.417. The Full Court found the
union did not contravene s.417.
In addition to this finding, the Full Court also considered that an ‘attempt’ to organise or
an ‘attempt’ to engage in industrial action would not contravene s.417.
Action taken by the CFMEU could not have been considered as ‘Industrial action taken’ in
accordance with s.19(1)(b) as it was not taken by an employee or employer.
Relevance
A contravention of s.417 only occurs if a person has organised industrial action by
employees or employers or if employees or employers have engaged in such action.
Conduct which attempts, but fails, to organise the taking of industrial action is not in
contravention of s.417(1).
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Case example:
Industrial action taken before nominal expiry date of current agreement
Director of the Fair Work Building Industry Inspectorate v Adams [2015] FCA 828 (12 August
2015).
Facts
Crown Construction Services Pty Ltd (CCS) was sub-contracted by a lead contractor to
perform work at a Hospital. The employees on site were covered by the Crown
Construction Services Pty Ltd Enterprise Agreement 2012, which had a nominal expiry date
of 31 October 2014.
The employees submitted CCS authorised or agreed to the action taken in accordance
with s.417(1) of the Fair Work Act.
The Director of the Fair Work Building Industry Inspectorate disputed this and relied on
s19(c) to establish that each of the 74 employees in question engaged in industrial action.
Outcome
The Federal Court of Australia held that the respondents’ industrial action was taken while
an enterprise agreement was in place and therefore contravened s.417(1) of the Fair
Work Act.
The Court found that the failure of the respondents to attend for work at the site on 28
February 2013, or perform any work at all if they did attend the site, amounted to
unprotected industrial action.
Relevance
The decision demonstrates the consequences in particular circumstances where industrial
action is taken before the nominal expiry date of a current agreement expires.
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Case example:
Industrial action taken before nominal expiry date of current agreement
Power Projects International Pty Ltd v “Automotive, Food, Metals, Engineering, Printing and
Kindred Industries Union” known as the Australian Manufacturing Workers’ Union (AMWU); The
Australian Workers’ Union [2011] FWAFB 1327 (Watson SDP, Harrison SDP, Rafaelli C, 1 March
2011).
Facts
Power Projects International (PPI) held maintenance contracts at the Eraring Power
Station with the work undertaken by its employees under the Power Projects International
Certified Agreement 2008. PPI won contracts for the upgrade of turbo-generators and
boilers at the Eraring Power Station (the upgrade project work).
The 2008 Agreement was expressed to apply to employees of PPI, within any of the
occupations of the agreement, ‘whilst engaged in the life extension, maintenance, repair
and/or rehabilitation on industrial or power station sites’. The agreement applied to all
work and activities on such sites, including areas deemed as a ‘Construction Site’, except
where there was a specific mandatory ‘Site Agreement’ in operation at the
commencement of the work.
Two s.437 applications were made by the unions, as bargaining representatives for their
members, following approaches to PPI to negotiate an enterprise agreement to apply to
the upgrade project work. The unions contended that the upgrade project work was
properly to be defined as construction work and therefore beyond the scope of the 2008
Agreement, which they characterised as a maintenance agreement.
At the time the s.437 applications were made the 2008 Agreement still had several
months to run.
At first instance the Commission found that the unions s.437 applications complied with
item 17 of Schedule 13 of the Fair Work (Transitional Provisions and Consequential
Amendments) Act 2009 (Cth) (the Transitional Act) which set out a ‘Restriction on when
protected action ballot orders may be made’ and that the upgrade project work was not
of the character of work within the scope of the 2008 Agreement. Protected action ballot
orders were made.
Outcome
At appeal the Full Bench held that if any of the employees covered by the 2008
Agreement were included within the group to be covered by the proposed agreement the
applications for ballot orders could proceed no further.
The Full Bench found there were employees who did maintenance work on plant and
equipment under the 2008 Agreement who would do maintenance work on that plant
and equipment and would be covered by the proposed enterprise agreement. The s.437
applications did not comply with item 17 of Schedule 13 of the Transitional Act and the
ballot orders were quashed.
Relevance
Even though the 2008 Agreement provided for ‘Site Agreements’, the employees who
would be covered by the proposed agreement were, at the time the s.437 applications
were made, covered by the 2008 Agreement which which still had several months to run.
As a result the s.437 applications (organising industrial action) were made before the
nominal expiry date of the current agreement and were prohibited by s.417.
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Commencing protected industrial action
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No action to be taken before commencement of bargaining
Protected industrial action cannot be taken until after the employer agrees to bargain, initiates
bargaining, or is required to bargain by the issue of a relevant majority support determination or
scope order (the notification time).
153
This includes where the scope of the proposed single-enterprise agreement is the only matter in
dispute.
154
A notification time for a proposed multi-enterprise agreement cannot be used as a notification time
for a proposed single-enterprise agreement.
155
153
Fair Work Act ss.173(2), 437(2A); Maritime Union of Australia, The v Maersk Crewing Australia Pty Ltd
[2016] FWCFB 1894 (Ross J, Watson VP, Gostencnik DP, 31 March 2016) at para. 33.
154
See note in Fair Work Act s.437(2A); Swinburne University of Technology v National Tertiary Education
Industry Union [2016] FWCFB 6838 (Hatcher VP, Lawrence DP, McKenna C, 27 September 2016) at para. 30.
155
Swinburne University of Technology v National Tertiary Education Industry Union [2016] FWCFB 6838
(Hatcher VP, Lawrence DP, McKenna C, 27 September 2016) at para. 37.
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Protected industrial action – payments
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Part 4 – Payments relating to industrial
action
This part will provide information on the requirements for an employer as well as the entitlements
and requirements of employees regarding payment for industrial action including:
• partial work bans, and
• unprotected industrial action.
The ‘no work-as-directed, no pay’ principle has been derived from the common law.
156
Since 1996,
the Workplace Relations Act has prohibited employers from making a payment to an employee in
relation to a period in which the employee takes industrial action. It is also prohibited for employees
to demand or accept such a payment from an employer.
157
The Workplace Relations Amendment (Work Choices) Act 2005 (Cth) introduced the four-hour rule
which required that an employer must withhold four hours pay for a period of industrial action of
less than four hours. For industrial action longer than four hours, the employer must not pay the
employee for the total duration of the action on that day.
158
The four-hour rule for strike pay was retained in the Fair Work Act 2009 (Cth) (the Fair Work Act) for
unprotected industrial action only. Additional options were also introduced to provide employers
with flexibility and discretion in managing partial work bans.
159
It is unlawful for an employer to pay, or an employee to demand or to accept strike pay for any
period of protected or unprotected action.
160
Protected industrial action – payments
Restrictions on the making of payments for protected action – employers
See Fair Work Act s.470
If an employee engaged, or engages, in protected industrial action against an employer on a day the
employer must not make a payment to the employee in relation to the total duration of the
industrial action on that day.
To be clear, the requirement that the employer not make a payment to an employee relates to the
total period of the industrial action and not necessarily the whole day.
156
See for eg Re Unilever Australia Limited Print K2892 (AIRCFB, Peterson J, Harrision DP, Simmonds C, 15 May
1992).
157
Introduction to Explanatory Memorandum to Fair Work Bill 2008 at para. 259.
158
Introduction to Explanatory Memorandum to Fair Work Bill 2008 at para. 260.
159
Introduction to Explanatory Memorandum to Fair Work Bill 2008 at para. 293.
160
Introduction to Explanatory Memorandum to Fair Work Bill 2008 at para. 294.
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Related information
• Partial work bans
Note: Acts of coercion, or misrepresentations, relating to such payments may also
contravene the general protections provisions in ss.348 or 349 of the Fair Work Act.
The General Protections Benchbook contains detailed information and links to cases
setting out eligibility and the Commission process, including information on coercion
and misrepresentation.
You can access the Benchbook through the following link:
www.fwc.gov.au/resources/benchbooks/general-protections-benchbook
Information on coercion is contained under Division 4 – Industrial Activities in
Part 6 – The protections.
If protected industrial action is taken on a public holiday, payment at the applicable penalty rate (if
any), must be withheld.
161
The prohibition of payment does NOT apply to a partial work ban, which is addressed later in this
Part.
Note: This is a civil remedy provision.
Restrictions on accepting or seeking payments for protected action –
employees and unions
See Fair Work Act s.473
An employee must not ask for, or accept, a payment from an employer if the employer would
contravene the prohibition of payment in s.470 of the Fair Work Act by making the payment.
A union, or an officer or member of a union, must not ask an employer to make a payment to an
employee if the employer would contravene s.470 of the Fair Work Act by making the payment.
Note: These are civil remedy provisions.
161
Explanatory Memorandum to Fair Work Bill 2008 at para. 1864.
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An example is provided in the Explanatory Memorandum:
162
A term of an enterprise agreement might allow an employee to decline a request to work
overtime on the ground of family responsibilities. If an employee declines to work overtime and
complies with that term, the prohibition on the payment of strike pay will not apply because
the employee has not engaged in industrial action.
Overtime bans
If the industrial action is, or includes, an overtime ban the prohibition of making a payment to an
employee, as set out in s.470 of the Fair Work Act, only applies in circumstances where:
• the employer requested or required the employee to work the period of overtime, and
• the employee refused to work the period of overtime, and
• the refusal was a contravention of the employee’s obligations under a modern award,
enterprise agreement or contract of employment.
In such circumstances, the total duration of the industrial action for the purpose of s.470 will be or
include the period of overtime to which the ban applies.
What constitutes a ‘payment’?
The High Court of Australia has held that the phrase ‘payment to an employee’ in s.470(1) does not
include every type of economic benefit transferred by an employer to an employee during a period
of protected industrial action.
163
The purpose of s.470(1) is to prohibit strike pay, that is, payments by an employer to make up, in
whole or in part, wages not earned by the employee during the period of industrial action. There is
no suggestion that the purpose of s.470(1) is to suspend the entirety of the employer’s obligations
under the relationship of employment. Indeed, the Act contemplates the continued subsistence of
the employment relationship during and after the industrial action.
164
Whether the prohibition of ‘a payment to an employee in relation to the total duration of the
industrial action on that day’ is apt to capture any given payment may depend on the circumstances
of the case. For example, a payment of a gift might be caught if the circumstances show that it was
made to compensate for wages not earned.
165
In some circumstances allowances may still be payable to employees who engaged, or engage, in
protected industrial action.
166
162
Explanatory Memorandum to Fair Work Bill 2008 at para. 1867.
163
CFMEU v Mammoet [2013] HCA 36 (14 August 2013), [(2013) 248 CLR 619].
164
Thiess Pty Ltd v Construction, Forestry, Mining and Energy Union [2015] FWCFB 5530 (Hatcher VP,
Catanzariti VP, Johns C, 2 October 2015) at para. 39; referring to CFMEU v Mammoet [2013] HCA 36 (14 August
2013), [(2013) 248 CLR 619].
165
ibid.
166
ibid.
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Case example:
Safety & Production Allowance – NOT a ‘payment’
Thiess Pty Ltd v Construction, Forestry, Mining and Energy Union [2015] FWCFB 5530 (Hatcher
VP, Catanzariti VP, Johns C, 2 October 2015).
Facts
Employees of Thiess Pty Ltd and Mt Owen Pty Ltd were covered by an enterprise
agreement which required that the employees be paid a Safety & Production Allowance.
Employees of both companies engaged in protected industrial action. A dispute
subsequently arose as to whether the companies were required to pay employees their
Safety & Production Allowance for the weeks during which they engaged in the protected
industrial action in accordance with the agreement, or whether the payment would be
prohibited by s.470 of the Fair Work Act.
Outcome
The Full Bench held that the companies were obliged under the terms of the agreement
to pay the fixed amount of the Allowance each week, notwithstanding that protected
industrial action occurred in that week. The Full Bench found that the payment of the
Allowance did not bear a relationship to the performance of work or otherwise in any
particular period, as there was no mechanism in the agreement for a pro-rata payment of
the Allowance.
Relevance
When determining the question of what constitutes a ‘payment’ to employees who
engage in industrial action, it is important to consider the relevant enterprise agreement
in its entire historical and industrial context.
For example, where an enterprise agreement includes terms that reflect an intention that
payment of an allowance will remain fixed and non-variable, the employer may be obliged
to pay that allowance to employees who engage in protected industrial action.
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Case example:
Provision of accommodation – NOT a ‘payment’
CFMEU v Mammoet [2013] HCA 36 (14 August 2013), [(2013) 248 CLR 619].
Facts
An employer provided its employees on a mining site with accommodation on location for
the duration of their work at that location. Some of those employees intended to engage
in protected industrial action. The employer sought to cease providing them with
accommodation.
The union submitted that ‘payment’ in s.470(1) did not include the provision of non-
monetary benefits such as accommodation.
The company argued that the entitlement to accommodation constituted a ‘payment’
under s.470(1), and therefore it was prohibited from providing it to employees during
protected industrial action.
Outcome
The High Court held that the provision of accommodation by an employer to an employee
in these circumstances, did not constitute ‘payment’ within the meaning of s.470(1). The
Court found that the provision of that accommodation was a benefit to which the relevant
employees were entitled upon attending at the work site unless and until they were
directed to return to their usual place of residence. It was neither a payment of money,
nor provided in relation to the non-performance of work during the period of industrial
action.
Relevance
The prohibition of ‘payments’ to employees during protected industrial action may not
extend to non-monetary benefits such as the provision of accommodation. For the
purposes of s.470(1), the fact that a benefit may be capable of being measured in
monetary terms, does not by itself mean that there has been a payment from the
employer to the employee.
Partial work bans
Industrial action may take the form of a partial work ban which is defined as industrial action that is
not:
• a failure or refusal by an employee to attend for work
• a failure or refusal by an employee who attends for work to perform any work at all, or
• an overtime ban.
167
A partial work ban is industrial action that falls short of a total stoppage of work.
168
For instance, a work ban that is limited to a refusal by teachers to mark homework could be
considered a partial work ban.
169
167
Fair Work Act s.470(3).
168
Explanatory Memorandum to Fair Work Bill 2008 at para. 1866.
169
Explanatory Memorandum to Fair Work Bill 2008 at para. 1865.
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Related information
• Overtime bans
• Reduction in payments based on partial work ban
• Employer gives notice of non-payment
• Employer does not give notice – no reduction in payments
The industrial action period is the period:
• starting at the later of:
o the start of the first day on which the employee implemented the partial
work ban, or
o the start of the next day, after the day on which the notice was given, on
which the employee performs work; and
• ending at the end of the day on which the ban ceases.
171
Payments for partial work bans
The prohibition of payment to an employee in s.470 does not apply to partial work bans that are
protected industrial action, other than for overtime bans.
In the case of a partial work ban employers have discretion, subject to the notice requirements, to
either:
• accept the partial performance of work and pay an employee in full, or
• make a reduced payment to an employee based on the partial performance of work by the
employee, or
• refuse to accept the performance of any work by an employee, until the employee is
prepared to perform all of his or her normal work, and not pay the employee during the
period of the industrial action.
170
Reduction in payments based on partial work ban
See Fair Work Act s.471
If an employee engaged, or engages in protected industrial action that is a partial work ban, and the
employer gives the employee a written notice stating that because of the partial work ban, the
employee’s payments will be reduced by the proportion specified in the notice, then the employee’s
payments are reduced by that proportion in relation to the industrial action period.
170
Fair Work Act s.471(4).
171
Fair Work Act s.471(5).
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In calculating a reduced payment based on the partial performance of work, an employer should be
guided by the Fair Work Regulations which prescribe how the proportion is to be worked out.
173
The reduction in payments cannot simply be arrived at by estimating the potential cost impact of the
industrial action and allocating this cost to the employees undertaking industrial action.
174
If the Commission has ordered under s.472 that the employee’s payments be reduced by a different
proportion – then they are to be reduced by the proportion specified in the order.
The rest of the terms of the modern award, enterprise agreement or contract of employment that
applies to the employee’s employment will continue to have effect.
Working out proportion of reduction of employee’s payments
The proportion of any reduction for an employee or class of employees is worked out by carrying out
the following steps:
Step 1 Identify the work that an employee or a class of employees is failing or refusing to perform,
or is proposing to fail or refuse to perform.
Step 2 Estimate the usual time that the employee or the class of employees would spend
performing the work during a day.
Step 3 Work out the time estimated in Step 2 as a percentage of an employee’s usual hours of work
for a day.
The solution from working through the above steps is the proportion by which the employee’s
payment will be reduced.
175
‘Work’ is capable of meaning something more than just the physical task that is banned and that is
the impact of that task on the ‘work’ of the employee.
176
172
Explanatory Memorandum to Fair Work Bill 2008 at para. 1875.
173
Fair Work Regulations r.3.21.
174
United Voice - Northern Territory Branch v Commissioner for Public Employment for the Northern Territory
[2014] FWC 1185 (Catanzariti VP, 17 February 2014) at para. 22.
175
Fair Work Regulations r.3.21.
176
Transport Workers Union v Department of Territory and Municipal Services (ACTION) [2010] FWA 4558
(Deegan C, 19 June 2010) at para. 34.
An illustrative example is provided in the Explanatory Memorandum:
172
Allison works at the Sandy Shores Private Clinic which operates seven days a week. On Friday
13 May 2011, Allison's bargaining representative provides her employer with three working
days' notice of protected industrial action by employees it represents that will take the form of
partial work bans over a two week period, commencing the following Thursday. The bans
include refusing to admit new patients before noon on each day.
On the Monday, Allison's employer decides that the employees' payments will be reduced by 40
per cent on account of any partial work bans and gives the bargaining representative and
affected employees written notice of the proposed reductions over the two week period. The
reductions begin on the Thursday, the first day on which the bans are implemented.
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Form of partial work ban notice
A notice about the reduction of an employee’s payments due to a partial work ban must be in a
legible form and in English.
177
Communication should have regard to the needs of the workforce,
particularly regarding the cultural diversity of the employees and their language skills.
Content of partial work ban notice
A notice about a partial work ban given to an employee must:
• specify the day on which the notice is issued
• specify the industrial action engaged in, or proposed to be engaged in, that constitutes the
partial work ban
• state that the notice will take effect from the later of:
o the start of the first day of the partial work ban
o the start of the first day after the day on which the notice is given to the
employee, if the employee performs work on that day, and
• state that the notice will cease to have effect at the end of the day on which the partial work
ban ceases.
If the notice is a notice stating that, because of the ban, the employee’s payments will be reduced by
a proportion specified in the notice, it must also:
• state that the employee’s payments will be reduced by an amount specified in the notice for
each day the employee engages in the partial work ban
• specify an estimate of the usual time the employer considers an employee would spend
during a day performing the work that is the subject of the work ban, and
• specify the amount by which the employee’s payments will be reduced for each day the
employee engages in the work ban.
If the notice is a notice stating that, because of the ban the employee will not be entitled to any
payments, it must also state that the employee will not be entitled to any payment for a day on
which the employee engages in the partial work ban.
178
Manner of giving notice
The employer is taken to have given a notice about partial work bans to the employee if the
employer:
• has taken all reasonable steps to ensure that the employee, and the employee’s bargaining
representative (if any), receives the notice, and
• has complied with any requirements, relating to the giving of the notice, prescribed by the
Fair Work Regulations.
177
Fair Work Regulations r.3.22.
178
Fair Work Regulations r.3.23.
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An illustrative example is provided in the Explanatory Memorandum:
180
Allison's bargaining representative applies to the Commission to reduce the proportion of
Sandy Shores' proposed deduction. After taking into account whether the 40 per cent
deduction was reasonable having regard to the nature and extent of the partial work bans and
fairness between the parties, the Commission orders Sandy Shores to reduce the deduction to
15 per cent and to pay the difference to the employees.
Giving notice about partial work bans
An employer may give notice to an employee about reduction in payments relating to a partial work
ban in one of the following ways:
The employer may give the notice to the employee personally.
The employer may send the notice by pre-paid post to:
• the employee’s residential address, or
• a postal address nominated by the employee.
The employer may send the notice to:
• the employee’s email address at work, or
• another email address nominated by the employee.
The employer may fax the notice to:
• the employee’s fax number at work
• the employee’s fax number at home, or
• another fax number nominated by the employee.
179
Orders by the Commission relating to partial work bans
See Fair Work Act s.472
The Commission may make an order varying the proportion by which an employee’s payments are
reduced, however the Commission may only make an order if a person has applied for it.
An employee, or the employee’s bargaining representative, may apply to the Commission for an
order if a notice has been given stating that the employee’s payments will be reduced.
In considering making such an order, the Commission must take into account:
• whether the proportion specified in the notice about the reduction of payments was
reasonable having regard to the nature and extent of the partial work ban to which the
notice relates, and
• fairness between the parties taking into consideration all the circumstances of the case.
179
Fair Work Regulations r.3.24.
180
Explanatory Memorandum to Fair Work Bill 2008 at para. 1880.
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Links to application form
Form F39 – Application for an order in relation to partial work bans:
• www.fwc.gov.au/documents/forms/Form_F39.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F39.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Application for an order in relation to partial work bans
An application to the Commission for an order to vary the proportion by which an employee’s
payments are reduced must include the following documentation:
• a completed and signed application form [Form F39], and
• a copy of the written notice given by the employer to the employee.
181
Case example: Order varying the proportion by which an employee’s payments have been
reduced
Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union v ASC Pty Ltd
[2012] FWA 1377 (Bartel DP, 16 February 2012).
Facts
Protected industrial action in the form of bans on work activities including overtime and
call outs was taken by Supervisors engaged by ASC. A Notice of Reduction in Payment was
issued by the respondent, indicating that reductions in daily rates of pay would be
implemented ‘… based on the amount of time Supervisors would usually spend during a
day performing the work subject to a work ban.’
Outcome
The Commission found that the employer overestimated the extent of the bans and that
its approach led to an overstating of the percentage deduction. After taking into account
the effect of overtime bans in calculating the extent of the partial work bans, it was
determined that the proportional reductions implemented by the employer should be
modified. The Commission also took into account the additional cost impact on the
employer caused by disruption to the work of other employees as a result of the bans.
Relevance
The Commission held that the appropriate approach to the assessment of a proportional
reduction in payment in this circumstance was to identify the time spent on banned work,
calculated as a percentage of average weekly hours.
181
Fair Work Commission Rules r.8(2) and r.33.
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Case example: Order varying the proportion by which an employee’s payments have been
reduced
United Voice - Northern Territory Branch v Commissioner for Public Employment for the
Northern Territory [2014] FWC 1185 (Catanzariti VP, 17 February 2014).
Facts
United Voice members organised protected industrial action regarding their employment
with the Northern Territory Fire and Rescue Service. The Commissioner for Public
Employment for the Northern Territory issued a notice of his intention to deduct $124 for
each shift on which industrial action was taken. United Voice then notified the respondent
of its intention to apply for an order varying this amount to $11 per shift, and also notified
that it had advised members not to participate in the industrial action until the application
was determined.
Outcome
The Commission considered the respondent’s approach to calculating this reduction not
only erroneous but also inherently flawed, in that it estimated the potential cost impact of
the industrial action and allocated it to the employees undertaking the action. While the
respondent’s approach was rejected, the applicant’s submission was also not accepted.
Having regard to evidence and submissions of both parties, the Commission ordered that
the amount by which payments should be reduced was 15 per cent of the amount that
would otherwise be paid for the completion of a shift.
Relevance
Given the difficulties in determining wages for individual shifts, a proportionate reduction
in the form of a percentage of total wages per shift was considered a more appropriate
form for expressing the reduction in payments. The Commission held this to be consistent
with the authorities and stated the correct approach is to look at all of the circumstances
of the case.
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Case example: Order varying the proportion by which an employee’s payments have been
reduced
Transport Workers Union v Department of Territory and Municipal Services (ACTION)
[2010] FWA 4558 (Deegan C, 19 June 2010).
Facts
The TWU gave notice of an intention to impose a partial work ban on the collection of
cash fares by bus drivers for a period of one week. The respondent issued notices
informing employees of a two-thirds reduction in payment for each day they took part in
the partial work ban. The TWU asserted this reduction was unreasonable as the collection
of fares accounted for no more than five or six minutes of a driver’s time per shift.
Outcome
In considering whether the proposed pay reduction was ‘reasonable’, the Commission
found the ban would affect revenue and may inconvenience passengers. It also took into
account that a bus service would continue to be provided by drivers taking part in the
industrial action, and that a large part of the operating cost was funded by government
subsidy and not the collection of revenue. As such, it was determined that the most
appropriate factor was the percentage fare collection contributed to the overall cost. An
order was made reducing employee payments by 20.1 per cent.
Relevance
The Commission determined that in this circumstance the most appropriate method was
to reduce the employee’s pay by the same amount as the employer revenue was reduced
by the work ban.
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Case example: Order varying the proportion by which an employee’s payments have been
reduced
Independent Education Union (South Australia) Incorporated v Catholic Schools Endowment
Society Incorporated (Catholic Education Office) [2016] FWC 892 (Hampton C, 15 February 2016);
[2016] FWC 1057 (Hampton C, 23 February 2016).
Facts
The IEU notified six Catholic schools in South Australia of the intention to take protected
industrial action including partial work bans. The employers notified all staff that
participation in some of the partial work bans would result in a percentage reduction in
their salaries.
The IEU sought an order from the Commission to reduce the salary reductions to zero on
the basis that the notices were not valid under the Fair Work Act because the employers
did not provide the notice, or take reasonable steps to provide the notice, to the
employees’ bargaining representatives. In the alternative, the IEU sought a significant
decrease in the salary reductions on the basis that the employers’ proposals were not
consistent with the legislation and were unfair.
Outcome
The Commission found that the notices had been provided to the employees as relevantly
required by the Fair Work Act. The Commission held that there was no requirement that
the notices must also be provided to the bargaining representatives if they have been
given (directly) to each of the employees as required by s.471(1)(c).
The Commission found that the employers’ approach to the calculation of the proposed
reductions was fundamentally compliant with the legislative scheme however there was
no identifiable allowance made for any (other) meaningful work that might be undertaken
by the employee during that time. The Commission varied the notices to change the
reduction from 7 per cent to 5 per cent for partial work bans on undertaking relief
teaching.
Relevance
It would generally be prudent for an employer to also provide the notice to the bargaining
representative(s) given that it may not always be possible to demonstrate the actual
provision of the s.471 notice to every employee.
The formula adopted by employers to calculate a reduction in salary must not result in an
unreasonable reduction when applied to one of the particular partial work bans given the
circumstances applying to that work under the Enterprise Agreement.
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Case example: Assessment undertaken prospectively not retrospectively – Order NOT varying
the proportion by which an employee’s payments have been reduced
The Australian Institute of Marine and Power Engineers v Port of Brisbane Pty Ltd [2011] FWA
4653 (Simpson C, 23 August 2011).
Facts
An application was made by AIMPE seeking an order that union members engaged in
partial work bans have the reduction determined by the employer altered from 35 per
cent to 4.16 per cent while work bans were in effect. This reduction excluded periods of
work where such bans were suspended in order to ensure the safety of vessel, crew and
marine environment.
Outcome
While finding that some errors were made by the respondent in the methodology it used
to assess the reduction percentage, the Commission was satisfied that the adoption of 35
per cent was not unreasonable at the time. The Commission was not satisfied that a
reduction of this percentage was warranted on the basis of the nature and extent of the
partial work ban. As the applicant did not provide sufficient evidence to persuade the
Commission that the 35 per cent proportionate reduction should be disturbed, the
application was dismissed.
Relevance
The Commission held that an assessment of whether a proportionate reduction is
reasonable should have regard to the nature and extent of a partial work ban. The
Commission also found that this assessment is to be undertaken prospectively at the time
of issuing the notice, rather than retrospectively after the partial work ban ceases.
Employer gives notice of non-payment
If an employee engaged, or engages, in protected industrial action that is a partial work ban on a day
and the employer gives to the employee a written notice stating that, because of the ban:
• the employee will not be entitled to any payments, and
• the employer refuses to accept the performance of any work by the employee until the
employee is prepared to perform all of his or her normal duties;
then the employee is not entitled to any payments in relation to the industrial action period.
182
Failure or refusal to attend for, or perform work
If an employer has given an employee a notice of non-payment, and the employee fails or refuses to
attend for work, or fails or refuses to perform any work at all if he or she attends for work, during
the industrial action period, then:
• the failure or refusal is employee claim action if the original protected industrial action is
employee claim action, or
• the failure or refusal is employee response action if the original protected industrial action is
employee response action.
183
182
Fair Work Act s.471(4).
183
Fair Work Act s.471(4A).
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Employer does not give notice – no reduction in payments
If an employee engaged, or engages, in a partial work ban against an employer, and the employer
does not give the employee a notice about the reduction of payments or non-payment, then the
employee’s payments for the day are not to be reduced because of the ban.
184
Unprotected industrial action – payments
Prohibition on the making of payments for unprotected action – employers
See Fair Work Act s.474
If an employee engaged, or engages, in industrial action that is not protected industrial action
against an employer on a day, the following applies:
• where the period of the industrial action taken is less than 4 hours on that day, the employer
must withhold 4 hours payment from the employee, or
• if the period of the industrial action is 4 or more hours on that day, the employer must
withhold payment for the total duration of the industrial action.
For example:
• if an employee takes unprotected industrial action for 2 hours – the employer must withhold
payment for 4 hours, or
• if an employee takes unprotected industrial action for 5½ hours – the employer must
withhold payment for 5½ hours.
Note: This is a civil remedy provision.
Compliance with s.474 by employers is not voluntary. Failure to comply with s.474 may attract the
imposition of a civil penalty, and further, an employer which unlawfully permits its employees to
engage in non-protected industrial action without any consequence in terms of loss of pay should
not be surprised that such employees repeatedly resort to the use of such industrial action as a
pressure tactic when industrial disputes arise.
185
Exception – Imminent risk to health or safety
If employees take action related to issues about workplace health and safety, the action is not
considered industrial action if:
• the action was based on a reasonable concern of the employee about an imminent risk to
his or her health or safety, and
• the employee did not unreasonably fail to comply with a direction of his or her employer to
perform other available work, whether at the same or another workplace, that was safe and
appropriate for the employee to perform.
186
184
Fair Work Act s.471(8).
185
Maritime Union of Australia, The v Patrick Stevedores Holdings Pty Limited [2014] FWCFB 657 (Hatcher VP,
Catanzariti VP, Roberts C, 31 January 2014) at para. 79, [(2014) 240 IR 146].
186
Fair Work Act s.19(2)(c).
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Example
An employee, who is working a shift from 10 pm on Tuesday until 7 am on Wednesday,
engages in industrial action that is not protected industrial action from 11 pm on Tuesday until
1 am on Wednesday. That industrial action would prevent the employer making a payment to
the employee in relation to 4 hours of the shift, but would not prevent the employer from
making a payment in relation to the remaining 5 hours of the shift.
As a result the prohibition of payment to an employee, as set out in s.474 of the Fair Work Act, does
not apply.
187
Wages cannot be deducted in reliance on s.474 of the Fair Work Act for taking action if that action
meets the requirements of s.19(2) of the Fair Work Act.
Overtime bans
However, if the industrial action is, or includes, an overtime ban, s.474 does not apply, in relation to
a period of overtime to which the ban applies, unless:
• the employer requested or required the employee to work the period of overtime, and
• the employee refused to work the period of overtime, and
• the refusal was a contravention of the employee’s obligations under a modern award,
enterprise agreement or contract of employment.
Note: An employee is able to refuse to work additional hours if they are unreasonable.
188
There may
be other circumstances in which an employee can lawfully refuse to work additional hours.
If:
• the industrial action is, or includes, an overtime ban, and
• section 474 applies in relation to a period of overtime to which the ban applies;
then, for the purposes of section 474:
• the total duration of the industrial action is, or includes, the period of overtime to which the
ban applies, and
• if the total duration of the industrial action on that day is less than 4 hours – the period of 4
hours includes the period of overtime to which the ban applies.
If:
• the industrial action is during a shift (or other period of work), and
• the shift (or other period of work) occurs partly on one day and partly on the next day;
then, for the purposes of this section, the shift is taken to be a day and the remaining parts of the
days are taken not to be part of that day.
Overtime is taken not to be a separate shift.
187
See Explanatory Memorandum to Fair Work Bill 2008 at para. 254.
188
See Fair Work Act s.62(2).
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Note: Acts of coercion, or misrepresentations, relating to such payments may also
contravene the general protections provisions in ss.348 or 349 of the Fair Work Act.
The General Protections Benchbook contains detailed information and links to cases
setting out eligibility and the Commission process, including information on coercion
and misrepresentation.
You can access the Benchbook through the following link:
www.fwc.gov.au/resources/benchbooks/general-protections-benchbook
Information on coercion is contained under Division 4 – Industrial Activities in
Part 6 – The protections.
Prohibition on accepting or seeking payments for unprotected action –
employees and unions
See Fair Work Act s.475
An employee must not ask for, or accept, a payment from an employer if the employer would
contravene the prohibition of payment to an employee in s.474 of the Fair Work Act, by making the
payment.
A union, or an officer or member of a union, must not ask an employer to make a payment to an
employee if the employer would contravene s.474 of the Fair Work Act by making the payment.
Note: These are civil remedy provisions.
Other responses to industrial action unaffected
See Fair Work Act s.476
If an employee engaged, or engages, in industrial action against an employer, these provisions of the
Fair Work Act do not affect any right of the employer, under the Fair Work Act or otherwise, to do
anything in response to the industrial action that does not involve payments to the employee.
This includes the rights that the employer has under common law or by taking employer response
action or standing down the employee.
189
189
Explanatory Memorandum to Fair Work Bill 2008 at para. 1904.
Part 4 – Payments relating to industrial action
Standing down employees
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Standing down employees
See Fair Work Act s.524–525
Stand down under terms of Fair Work Act
An employer may stand down an employee during a period in which the employee cannot usefully
be employed because of a number of circumstances including:
• industrial action (other than industrial action organised or engaged in by the employer)
• a breakdown of machinery or equipment, if the employer cannot reasonably be held
responsible for the breakdown, or
• a stoppage of work for any cause for which the employer cannot reasonably be held
responsible.
Payments during a period of stand down
If an employer stands down an employee during a period in accordance with s.524 of the Fair Work
Act then the employer is not required to make payments to the employee for that period.
Section 524 is intended to relieve an employer of the obligation to pay wages to employees who
cannot be usefully employed in certain limited circumstances. The consequences of a stand down
can be severe for an employee as the employee may be deprived of wages for a lengthy period.
Whether a particular employee can be usefully employed is a question of fact to be determined
having regard to the circumstances that face the employer.
190
Stand down under terms of enterprise agreement or contract of employment
An employer may not stand down an employee under s.524 of the Fair Work Act if:
• an enterprise agreement, or a contract of employment, applies to the employer and the
employee, and
• the agreement or contract provides for the employer to stand down the employee during
the relevant period if the employee cannot usefully be employed during that period because
of industrial action (other than industrial action organised by the employer), or a
breakdown of machinery or stoppage of work for which the employer cannot reasonably be
held responsible .
Note: An enterprise agreement or a contract of employment may also include terms that impose
additional requirements that an employer must meet before standing down an employee (for
example requirements relating to consultation or notice).
If the terms of an enterprise agreement or contract of employment provide for the standing down of
employees, then the employer will generally need to rely upon the terms of the enterprise
agreement or contract of employment to effect a stand down of an employee.
191
190
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of
Australia & Anor v FMP Group (Australia) Pty Ltd [2013] FWC 2554 (Gostencnik DP, 26 April 2013) at para. 31.
191
ibid., at para. 17.
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Case example:
Stand down – Employees could be usefully employed
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services
Union of Australia & Anor v FMP Group (Australia) Pty Ltd [2013] FWC 2554 (Gostencnik DP,
26 April 2013).
Facts
The company stood down 31 maintenance employees after the unions representing the
employees gave notice of an intention to take employee claim action in the form of: ‘[A]n
indefinite ban on filling in paper work, excluding health and safety matters’ (the Paper
Work Ban).
Before the commencement of industrial action, the company advised its employees that
anyone who participated in the Paper Work Ban would be stood down without pay.
The company submitted that it was entitled to stand down the employees because the
Paper Work Ban amounted to a stoppage of work for any cause for which the employer
could not reasonably be held responsible [s.524(1)(c)].
Outcome
The Commission held that the employer did not have a proper basis to stand down the
employees, ordering that the stand down cease, and that the employees be paid the
wages they would have earned had they been permitted to work.
The Commission found that the alleged absence of useful employment for the employees
cannot be said to have been caused by industrial action, as no industrial action had taken
place at the time the employees were stood down. The stoppage occurred because the
employer would not permit maintenance employees to carry out maintenance work while
the Paper Work Ban was in place, rather than because employees refused to perform
work. It could not therefore be said to have been for a cause for which the employer
could not reasonably be held responsible.
Relevance
In order for an employer to validly exercise its right under s.524(1)(a) of the Fair Work Act,
the employee who is to be the subject of a stand down must, at the time of being stood
down, be engaging in the industrial action (or have previously engaged in industrial
action) which causes the unavailability of useful employment; or be unable to work
because of others engaging in, or having engaged in industrial action which has a flow-on
effect. The Commission also doubted whether reliance could be placed on s.524(1)(c) in
circumstances where the stoppage of work would be industrial action and therefore
caught by s.524(1)(a).
Employee not stood down during a period of authorised leave or absence
An employee is not taken to be stood down during a period when the employee:
• is taking paid or unpaid leave that is authorised by the employer, or
• is otherwise authorised to be absent from his or her employment.
Note: An employee may take paid or unpaid leave (for example, annual leave) during all or part of a
period during which the employee would otherwise be stood down.
192
192
Fair Work Act s.525.
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Standing down employees
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Powers of the Commission in relation to stand down disputes
See Fair Work Act s.526
The Commission may deal with a dispute in relation to stand downs on application by an employee,
or an employee organisation that is entitled to represent the industrial interests of an employee:
• who has been, or is going to be, stood down or purportedly stood down, under s.524(1), or
• who has made a request to take leave to avoid being stood down, or purportedly stood
down, under s.524(1), where the employee’s employer has authorised the leave.
A Fair Work Inspector can also make an application to deal with a stand down dispute.
193
A former employee cannot make an application under s.526.
194
The Commission may deal with the dispute by arbitration. The Commission may also deal with the
dispute by mediation or conciliation, or by making a recommendation or expressing an opinion.
In dealing with the dispute, the Commission must take into account fairness between the parties
concerned.
195
Types of disputes
Applications to deal with stand down disputes must relate to the operation of the stand down
provisions of the Fair Work Act. For example, a person may argue that a stand down contravenes
s.524 of the Fair Work Act because the employee that has been stood down could be usefully
employed.
The Commission has no power to order that an employer pay an employee wages during a period of
stand down.
196
The Commission is not a court. It cannot exercise judicial power, and as a result cannot make binding
determinations as to whether an employer has acted lawfully in standing down an employee. The
Commission cannot declare that an employer has failed to comply with s.524, or order that an
employer pay wages due to an employee because of that failure. Only a court can make those sorts
of orders.
197
193
Fair Work Act ss. 12 and 526(3)(d).
194
See for eg Richards v Automotive Brands Group Pty Ltd [2020] FWC 4168 (Colman DP, 10 August 2020) at
para. 7.
195
Fair Work Act s.526(4).
196
See for eg Bristow Helicopters Australia Pty Ltd v Australian Federation of Air Pilots [2017] FWCFB 487
(Catanzariti VP, Gooley DP and Wilson C) at para. 58.
197
See for eg Richards v Automotive Brands Group Pty Ltd [2020] FWC 4168 (Colman DP, 10 August 2020) at
para. 8.
Part 5 – Suspension or termination of protected industrial action
Standing down employees
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Related information
• Part 5.1 – Powers of the Commission
• Part 5.2 – Powers of the Minister
Part 5 – Suspension or termination of
protected industrial action
This section will provide information on:
• suspending protected industrial action, and
• terminating protected industrial action.
While protected industrial action is lawful during bargaining for an enterprise agreement, there may
be cases where the impact of that action on the parties or on third parties is so severe that it is in
the public interest, or even potentially the interests of those engaging in the action, that the
industrial action cease – at least temporarily.
198
The Explanatory Memorandum to the Fair Work Bill 2008 states that ‘[i]t is not intended that these
mechanisms be capable of being triggered where the industrial action is merely causing an
inconvenience. Nor is it intended that these mechanisms be used generally to prevent legitimate
protected industrial action in the course of bargaining.’
199
198
Explanatory Memorandum to Fair Work Bill 2008 at para. 1708.
199
Explanatory Memorandum to Fair Work Bill 2008 at para. 1709.
Part 5.1 – Powers of the Commission
When the Commission MAY suspend or terminate
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Related information
• When the Commission may suspend or terminate
• When the Commission must suspend or terminate
Part 5.1 – Powers of the Commission
The Fair Work Commission (the Commission) has the power to make orders terminating or
suspending protected industrial action. In some circumstances, the Commission has discretion
whether to exercise this power. In other circumstances, the Commission is compelled to exercise
this power.
The suspension of protected industrial action by the Commission is a suspension of the protection or
immunity which attaches to the industrial action under the Fair Work Act 2009 (Cth) (the Fair Work
Act).
200
Once a determination is made by the Commission that suspension is appropriate, the order that is
required to be made is one which suspends, for the duration of the order, the protection attaching
to any industrial action.
201
Protected industrial action may be resumed after any period of suspension, but will be subject to
any requirements for the giving of notice before any action may be taken.
202
When the Commission MAY suspend or terminate
Significant economic harm
See Fair Work Act s.423
Where the action is employee claim action, the Commission may make an order suspending or
terminating the protected industrial action that is being engaged in if satisfied that the action is
causing, or threatening to cause, significant economic harm to:
• the employer or any of the employers that will be covered by the proposed enterprise
agreement, and
• any of the employees who will be covered by the proposed enterprise agreement.
Where the action is employee response action or employer response action, the Commission may
suspend or terminate the protected industrial action that is being engaged in if satisfied that the
action is causing, or threatening to cause, significant economic harm to any of the employees who
will be covered by the proposed enterprise agreement.
200
The Maritime Union of Australia v Patrick Stevedores Holdings Pty Ltd [2016] FWCFB 711 (Hatcher VP,
Catanzariti VP, Bull DP, 8 February 2016) at para. 35; citing National Tertiary Education Industry Union v
University of South Australia [2010] FWAFB 1014 (Boulton J, Ives DP, Gay C, 14 April 2010) at para. 11, [(2010)
194 IR 30].
201
The Maritime Union of Australia v Patrick Stevedores Holdings Pty Ltd [2016] FWCFB 711 (Hatcher VP,
Catanzariti VP, Bull DP, 8 February 2016) at para. 37.
202
Explanatory Memorandum to Fair Work Bill 2008 at para. 1706.
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When the Commission MAY suspend or terminate
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The Commission may only be ‘satisfied’ if its decision to that effect is based upon relevant
considerations and the evidence.
203
In other words, if industrial action is being undertaken by the employer (whether protected or not),
the Commission is only required to consider the harm to the employees. This reflects the fact that an
employer that has locked out its employees should not then be able to have the employees'
protected industrial action terminated based on the significant harm being caused to it.
204
Relevant factors – significant economic harm
Factors relevant to working out whether the protected industrial action is causing, or threatening to
cause, significant economic harm include:
• the source, nature and degree of harm suffered, or likely to be suffered
• the likelihood that the harm will continue to be caused or will be caused
• the capacity of the person to bear the harm
• the views of the person and the bargaining representatives for the agreement
• whether the bargaining representatives for the agreement have met the good faith
bargaining requirements and have not contravened any bargaining orders in relation to the
agreement, and
• the objective of promoting and facilitating bargaining for the agreement.
If the Commission is considering terminating the protected industrial action, the following will also
be relevant:
• whether the bargaining representatives for the agreement are genuinely unable to reach
agreement on the terms that should be included in the agreement, and
• whether there is no reasonable prospect of agreement being reached.
If the protected industrial action is threatening to cause significant economic harm, the Commission
must be satisfied that the harm is imminent.
The Commission must also be satisfied that:
• the protected industrial action has been engaged in for a protracted period of time, and
• the dispute will not be resolved in the reasonably foreseeable future.
203
Coal and Allied v AIRC [2000] HCA 47 (31 August 2000) at para.48; citing Coal & Allied Operations Pty Ltd v
Construction, Forestry, Mining and Energy Union Print P8382 (AIRCFB, Giudice J, Munro J, Larkin C, 29 January
1998) at p. 17, [(1998) 80 IR 14].
204
Explanatory Memorandum to Fair Work Bill 2008 at para. 1713.
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When the Commission MAY suspend or terminate
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Links to application form
Form F37 – Application for an order to suspend or terminate of protected industrial
action:
• www.fwc.gov.au/documents/forms/Form_F37.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F37.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Causing significant economic harm
‘…the expression “significant harm” in s.426(3) should be construed as having a meaning
that refers to harm that has an importance or is of such consequence that it is harm above
and beyond the sort of loss, inconvenience or delay that is commonly a consequence of
industrial action.
In this context, the word “significant” indicates harm that is exceptional in its character or
magnitude when viewed against the sort of harm that might ordinarily be expected to flow
from industrial action in a similar context.’
205
205
Construction, Forestry, Mining and Energy Union v Woodside Burrup Pty Ltd and Kentz E & C Pty Pty Ltd
[2010] FWAFB 6021 (Lawler VP, Ives DP, Roe C, 6 August 2010) at para. 44, [(2010) 198 IR 360].
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When the Commission MAY suspend or terminate
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Case example:
Significant ecomonic harm imminent
Nyrstar Port Pirie Pty Ltd v Construction, Forestry, Mining and Energy Union and Others
[2009] FWA 1148 (O’Callaghan SDP, 16 November 2009).
Facts
Nyrstar lodged an application seeking the suspension of protected industrial action,
asserting that the planned protected industrial action would occur at a time which would
cause it significant economic harm.
Nyrstar operate a substantial silver, lead and zinc smelter at Port Pirie. Continued
operation was dependent on the continued functioning of the blast furnace.
Consequently, the operation of the blast furnace would potentially be affected by
protected industrial action, meaning there was an imminent risk that the blast furnace
would need to be shut down.
A planned progressive shut down of the blast furnace was the least expensive option for
Nyrstar but, in the event that an urgent shutdown was necessitated, the blast furnace
would then need to be partially dismantled in order to recommence operations. The cost
of ceasing production was estimated at $600,000 per day, together with an estimate of
$400,000 to recommence operation of the blast furnace. Depending on the way in which
the blast furnace was shut down, six to ten days would be required to recommence
operations. In the event that the blast furnace was shut down, there was concern that
Nyrstar Port Pirie management may not be given corporate approval to immediately
restart the facility in the current economic environment.
Outcome
The Commission was satisfied that the threat of economic harm to Nyrstar was imminent;
however s.423 of the Fair Work Act requires that the protected industrial action has been
engaged in for a protracted period of time, and that it will not be resolved in the
foreseeable future. The fundamental issue was that, at the time of the hearing of this
matter, the protected industrial action had not commenced at all. As a result the
Commission found that suspension or termination of the protected industrial action could
not be considered.
Relevance
Section 423 requires that the Commission must be satisfied that protected industrial
action is occurring and is either causing economic harm, or threatening to do so in a
fashion which warrants intervention in the normal bargaining process.
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When the Commission MAY suspend or terminate
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Case example:
Significant ecomonic harm NOT imminent
United Voice v MSS Security Pty Ltd [2013] FWC 4557 (Cloghan C, 17 July 2013).
Facts
United Voice and the employer were bargaining representatives for a replacement
enterprise agreement. There had been a number of applications to the Commission
during the bargaining process.
On the same day that protected industrial action was commenced by the employees,
employer response action was taken by the employer, locking out employees indefinitely.
The lockouts affected 25 employees. At the time the application was made the longest
period of lockout was approximately one month and the shortest period was nine days.
United Voice made an application to terminate the employer’s lockouts, claiming that due
to the ongoing and indefinite period of the lockout, all employees locked out were either
facing financial harm or would be if the industrial action was not terminated as a matter
of urgency. United Voice had been providing limited financial assistance to its members
who had been locked out.
Outcome
The Commission found that the lockout was not causing significant economic harm,
however it was necessary to consider whether the potential of the lockout continuing
would result in that harm being imminent.
The Commission held that while it was obvious that there would be a financial impact on
employees who were not receiving an income, there was no evidence that employees
would transfer from a state of financial hardship to one of experiencing significant
economic harm. The application was dismissed.
Relevance
For the Commission to exercise the discretion to suspend or terminate industrial action it
must be satisfied that the harm in question is of such consequence that it is harm above
and beyond the sort of loss, inconvenience or delay that commonly occurs during
industrial action.
Orders – significant economic harm
The Commission may make an order under s.423:
• on its own initiative, or
• on application by any of the following:
o a bargaining representative for the agreement
o the Minister
o if the industrial action is being engaged in a State that is a referring State as defined in
section 30B or 30L – the Minister of the State who has responsibility for workplace
relations matters in the State
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When the Commission must suspend or terminate
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Related information
• Orders to stop or prevent unprotected industrial action
Related information
• Threats to life, personal safety, health or welfare
• Threats to the economy
• Suspending industrial action – cooling off period
• Suspending industrial action – significant harm to a third
party
o if the industrial action is being engaged in in a Territory – the Minister of the Territory who
has responsibility for workplace relations matters in the Territory,
o a person prescribed by the Fair Work Regulations.
Note: The Fair Work Regulations do not currently prescribe any additional persons.
When the Commission must suspend or terminate
See Fair Work Act s.424
The Commission must make an order suspending or terminating protected industrial action that is
being engaged in or is threatened, impending or probable, if satisfied that the protected industrial
action has threatened, is threatening or would threaten:
• to endanger the life, the personal safety or health, or the welfare, of the population or a part
of it, or
• to cause significant damage to the Australian economy or an important part of it.
It has been established that the following terms are to be given their ordinary meanings.
206
The
following dictionary definitions have been adopted previously:
Threaten – constitute a threat to, be likely to injure, be a source or harm or danger.
207
Threat – a declaration of an intention to inflict pain, injury or other punishment.
208
206
Transit Australia Pty Ltd v Transport Workers’ Union of Australia [2011] FWA 3410 (Asbury C, 31 May 2011)
at para. 8.
207
Ambulance Victoria v Liquor, Hospitality and Miscellaneous Union [2009] FWA 44 (Kaufman SDP, 3 August
2009) at para. 29, [(2009) 187 IR 119]; see also University of South Australia v National Tertiary Education
Industry Union [2009] FWA 1535 (O'Callaghan SDP, 4 December 2009) at para. 32.
208
Ambulance Victoria v Liquor, Hospitality and Miscellaneous Union [2009] FWA 44 (Kaufman SDP, 3 August
2009) at para. 30, [(2009) 187 IR 119].
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When the Commission must suspend or terminate
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Threats to life, personal safety, health or welfare
Section 424 of the Fair Work Act states that the Commission must suspend or terminate protected
industrial action that is being engaged in or is threatened, impending or probable, if satisfied that
the protected industrial action has threatened, is threatening or would threaten:
• to endanger the life, the personal safety or health, or the welfare, of the population or a part
of it, or
• to cause significant damage to the Australian economy or an important part of it.
It has been established that the following terms are to be given their ordinary meanings.
209
The
following dictionary definitions have been adopted previously:
Health – the general condition of the body or mind with reference to soundness or vigour.
210
Welfare – the state of faring well, well-being.
211
Has threatened, is threatening or would threaten
The appropriate test is not whether the protected industrial action ‘would’ endanger, but rather
whether it would ‘threaten’ to endanger.
212
The simple existence of a threat to safety or health, or welfare, is insufficient, even if it exists as a
result of the protected industrial action. The danger must be probable, rather than simply a possible
eventuality.
213
Endanger life, personal safety or health
Conduct that puts a person’s physical or mental state at risk of material detriment, or that materially
hinders or prevents improvements in a person’s poor physical or mental state, may qualify as
conduct that endangers personal health or safety.
214
Even if conduct is not serious enough to endanger life, it might constitute a significant risk to
personal safety or health.
215
The impact of the conduct must be more than merely to cause inconvenience to the persons
concerned. It must expose them to danger.
216
Welfare
The term welfare is not limited to situations where life, personal safety or health is endangered.
217
209
Transit Australia Pty Ltd v Transport Workers’ Union of Australia [2011] FWA 3410 (Asbury C, 31 May 2011)
at para. 8.
210
University of South Australia v National Tertiary Education Industry Union [2009] FWA 1535 (O'Callaghan
SDP, 4 December 2009) at para. 35.
211
State of Victoria - Department of Health and Community Services v Health Services Union of Australia Print
L9810 (AIRCFB, McIntyre VP, Williams DP, Hingley C, 3 March 1995) at para. 15.
212
Ambulance Victoria v Liquor, Hospitality and Miscellaneous Union [2009] FWA 44 (Kaufman SDP, 3 August
2009) at para. 29, [(2009) 187 IR 119].
213
State of Victoria - Department of Human Services v Health Services Union [2012] FWA 8376 (Gregory C,
4 October 2012) at para. 80, [(2012) 225 IR 306].
214
Victorian Hospitals’ Industrial Association v Australian Nursing Federation [2011] FWAFB 8165 (Boulton J,
Acton SDP, Lewin C, 15 December 2011) at para. 51, [(2011) 214 IR 148].
215
ibid.
216
ibid.
217
State of Victoria - Department of Health and Community Services v Health Services Union of Australia Print
L9810 (AIRCFB, McIntyre VP, Williams DP, Hingley C, 3 March 1995) at para. 15.
Part 5.1 – Powers of the Commission
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Population or part of it
The term ‘population’ refers to the total number or the body of the inhabitants of Australia.
218
The
reference to ‘part’ of the population should be read as having a more collective meaning than simply
‘individuals’.
219
Case example: Action threatening to endanger life, etc. – Protected industrial action
terminated or suspended
Ausgrid and Others v Communications, Electrical, Electronic, Energy, Information, Postal,
Plumbing and Allied Services Union of Australia and Others [2015] FWC 1600 (Harrison SDP,
13 March 2015).
Facts
The applicants sought the termination or the suspension of protected industrial action
which the CEPU and the AMWU, acting as bargaining representatives for their members,
had notified. The unions had given notices of intention to take industrial action comprising
a four hour stoppage of work.
Ausgrid's electricity network covers about 22,275 square kilometres, supplying electricity
to 1.64 million customers, which include residential, large and small businesses, as well as
major industry including mining, shipping, tourism, manufacturing and agriculture. All
businesses within Sydney's CBD are within the supply area.
Outcome
The Commission was satisfied that it was probable an emergency event or events, such as
vehicle impacts and storms, and disconnection and reconnection of customers, would
occur during the period of the protected industrial action. The Commission found that the
notified action would likely delay the restoration of power in the event of a power
interruption. Delays in the restoration of power are such as to threaten to endanger the
safety, health and/or welfare of persons impacted by the power interruptions. Orders
suspending the protected industrial action were made.
Relevance
The action in this case had the potential to impact a large part of the state of NSW
including residential and commercial areas as well as the Sydney CBD. It also threatened
to endanger patients in hospitals, nursing homes or facilities with no, or inadequate, back-
up power. Some of these patients were on life support.
The Commission commented that s.424(1)(c) is concerned with action that threatens to
endanger persons in the manner described and the section does not require a finding that
it will endanger such persons in respect of their welfare, health or safety. It may be that,
ultimately, no such adverse impact in fact occurs.
218
Transit Australia Pty Ltd v Transport Workers’ Union of Australia [2011] FWA 3410 (Asbury C, 31 May 2011)
at para. 9.
219
Coal & Allied Operations Pty Ltd v Construction, Forestry, Mining and Energy Union Print P8382 (AIRCFB,
Giudice J, Munro J, Larkin C, 29 January 1998) at p. 20, [(1998) 80 IR 14].
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Case example: Action threatening health and welfare – Protected industrial action terminated
or suspended
Monash University v National Tertiary Education Industry Union [2013] FWCFB 5982 (Hatcher
VP, Catanzariti VP, Lee C, 26 August 2013).
Facts
The NTEU had sent a ‘Notice of Intention to Take Protected Industrial Action’ to the
University. The Notice did not identify any cessation date for any of the industrial action,
meaning that it was indefinite in nature. One of the forms of industrial action was ’a ban
on recording, or transmission to the employer, of assessment results, with the exception
of results for which an exemption has been granted by the NTEU Exemptions Committee’
(the Results Ban).
Outcome
The Full Bench was satisfied that the Results Ban threatened to endanger student health
and welfare by heightening student stress and anxiety. The Full Bench found that the
indefinite nature of the Results Ban would aggravate its potential and actual effects on
students. The Full Bench issued an order suspending protected industrial action in the
form of the Results Ban for a period of two weeks.
Relevance
In this case evidence was given by the University’s Director of Mental Health (a
psychologist) about the vulnerability of university-aged students to mental health
disorders as well as the possible impact of the results ban. Her evidence was that one in
four young people suffer from a diagnosable mental health disorder in any one year. The
university had 13,000 students and this was considered sufficient in number to be
characterised as ‘part of the population’.
It was admitted that there was no direct evidence of anyone actually suffering harm as a
consequence of the ban, however the Full Bench stressed that the section was concerned
with threatened endangerment, not actual harm.
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Case example: Action threatening the personal safety or health or welfare of a part of the
population – Protected industrial action terminated or suspended
Victorian Hospitals’ Industrial Association v Australian Nursing Federation [2011] FWAFB 8165
(Boulton J, Acton SDP, Lewin C, 15 December 2011), [(2011) 214 IR 148].
Facts
Protected industrial action was being engaged in by the ANF and its members in support
of claims being pursued for nurses and midwives employed in the Victorian public health
system. The action had the effect of closing, with certain exceptions, one in every three
operational beds across the Victorian public health system.
The VHIA, supported by the Government of Victoria, made an application for an order
terminating protected industrial action being taken by the ANF in the Victorian public
health system. The application was opposed by the ANF and the Health Services Union,
submitting that if an order were made, it should be for suspension rather than
termination.
Outcome
The Full Bench found that although the industrial action had only been taken over a few
days, there was substantial evidence about the serious impact that it had on public health
services and on the safety, health and welfare of some patients. The protected industrial
action would add extra pressure to a system already under pressure.
The Full Bench was satisfied that the protected industrial action being engaged in by the
ANF and its members was threatening or would threaten to endanger the personal safety
or health, or the welfare, of people in need of public health care services in Victoria and
suspended the protected industrial action for a period of 90 days.
Relevance
The High Court decision in Coal and Allied v AIRC was applied to explain that a careful
consideration of the evidence is required in each case before the Commission can be
satisfied that an order should be made. In this case there was significant evidence from
senior administrators about the detrimental effect that the industrial action was having
and was likely to continue to have on the public health system. The action would cause
more than just inconvenience to users of the public health system and was found to
endanger their safety or health or their welfare.
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Case example: Action NOT threatening to endanger life, etc. – Protected industrial action NOT
terminated or suspended
Re KDR Victoria Pty Ltd T/A Yarra Trams [2015] FWC 6282 (Lee C, 9 September 2015).
Facts
An application was lodged by Yarra Trams for an order to terminate protected industrial
action that was being taken by the the ARTBIU and its members. The industrial action was
for a four hour stoppage of all work commencing at 10am.
Yarra Trams submitted that the industrial action was threatening to endanger the
personal safety or health or the welfare of a part of the population of Melbourne who rely
on public transport generally and tram services in particular.
Outcome
The Commission held that while the industrial action would undoubtedly have an effect
on the travelling public, it was not satisfied that the protected industrial action by the
ARTBIU had threatened, was threatening or would threaten to endanger the personal
safety or health or the welfare of a part of the population within the meaning of the Fair
Work Act. The application was dismissed.
Relevance
Yarra Trams had provided options for passengers to make alternative arrangements for
travel using combinations of replacement buses, trains and other modes of transport. The
Commission recognised that this would not be as convenient to the passenger if a tram
was their preferred mode of travel. However it was not a sufficient basis to establish that
the collective welfare was in danger or peril.
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Threats to the economy
Section 424 of the Fair Work Act states the Commission must suspend or terminate protected
industrial action that is being engaged in or is threatened, impending or probable, if satisfied that
the protected industrial action has threatened, is threatening or would threaten:
• to endanger the life, the personal safety or health, or the welfare, of the population or a part
of it, or
• to cause significant damage to the Australian economy or an important part of it.
Significant damage
Significant is defined as being ‘Important, notable; consequential’.
220
The length of time over which the economic damage is sustained is a relevant consideration.
The Australian economy or an important part of it
Important in this context has been defined based on the dictionary meaning:
1. of much significance or consequence; an important event.
2. mattering much (fol. by to): details important to a fair decision.
3. of more than ordinary title to consideration or notice: an important example.
4. prominent: an important part.
5. of considerable influence or authority, as a person, position, etc.
221
220
Sucrogen Australia Pty Ltd v The Australian Workers' Union; "Automotive, Food, Metals, Engineering,
Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU);
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of
Australia [2010] FWA 6192 (Spencer C, 27 August 2010) at para. 10; citing The New Shorter Oxford English
Dictionary.
221
BHP Coal Pty Ltd; Hay Point Services Pty Ltd v Construction, Forestry, Mining and Energy Union;
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of
Australia; and Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union PR903492 (AIRC,
Bacon C, 17 April 2001) at para. 38; citing the Macquarie Dictionary (2
nd
Revised Edition).
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Case example: Significant damage to the Australian economy or an important part of it –
Protected industrial action terminated or suspended
Minister For Tertiary Education, Skills, Jobs And Workplace Relations [2011] FWAFB 7444
(Giudice J, Watson SDP, Roe C, 31 October 2011).
Facts
The Minister for Tertiary Education, Skills, Jobs and Workplace Relations made an
application to Fair Work Australia for the termination of protected industrial action by
Qantas and three unions representing Qantas employees. The unions had engaged in
protected industrial action in furtherance of their bargaining claims. Qantas planned to
take protected industrial action in response, consisting of a lock-out of its workforce and a
grounding of its fleet worldwide.
Evidence was given on behalf of the Minister as to the importance of airline passenger
and cargo transport to the economy and the effect of the grounding of the Qantas fleet.
Outcome
The Commission found that it was unlikely that the protected industrial action taken by
the three unions, even if taken together, threatened to cause significant damage to the
tourism and air transport industries. However, the Commission held that the action
proposed by Qantas, if taken, threatened to cause significant damage to the tourism and
air transport industries and indirectly to industry generally because of the effect on
consumers of air passenger and cargo services.
In determining whether to suspend or terminate the protected industrial action, the
Commission held that suspension would not provide sufficient protection against the
uncertainty to the particularly vulnerable tourism industry, and for that reason ordered
that the industrial action be terminated.
Relevance
It was submitted that the tourism industry, including aviation, contributed approximately
2.6 per cent to GDP and had 500,000 employees. The value of inbound tourism was
estimated at $24 billion per year. It was found that the response action by Qantas
threatened to cause significant damage to the tourism and air transport industries and
indirectly to industry generally because of the effect on consumers of air passenger and
cargo services. The Qantas evidence was that the cost to it alone was $20 million per day.
This was held to be significant.
In contrast, the protected industrial action by the unions was estimated to have only cost
approximately $70 million.
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Case example: Significant damage to the Australian economy or an important part of it –
Protected industrial action NOT terminated or suspended
BHP Coal Pty Ltd and Another v Construction, Forestry, Mining and Energy Union and Others
PR903492 (AIRC, Bacon C, 17 April 2001).
Facts
BHP and its subsidiary, Hay Point Services, applied to the Commission for an order
terminating the bargaining period (pursuant to s.170MH of the Workplace Relations Act)
because of the significant damage it argued would be caused to the region of ‘Central
Queensland’.
BHP engaged a professor of economics at the University of Melbourne to provide a report
setting out the economic effect of the industrial action.
Outcome
The Commission found that the borders of the ‘Central Queensland region’ were totally
arbitrary, and that there was insufficient material on which to find that the ‘Central
Queensland region’ could be characterised as ‘part’ of the Australian economy, and
therefore could not be considered an ‘important part’.
Relevance
The report stated that the effect of the work stoppages to the region was an economic
loss of between 3.1 to 3.8 per cent over a two week period. This was not enough to be
considered ‘significant’. The Commission commented that if the same loss had occurred
over a year it may have been significant. The length of time over which the economic loss
occurs is a relevant consideration when determining whether a loss is ‘significant’.
Orders – threats to life, personal safety, health or welfare or to the economy
The Commission may make an order under s.424:
• on its own initiative, or
• on application by any of the following:
o a bargaining representative for the agreement
o the Minister
o if the industrial action is being engaged in in a State that is a referring State as
defined in ss.30B or 30L – the Minister of the State who has responsibility for
workplace relations matters in the State
o if the industrial action is being engaged in in a Territory – the Minister of the Territory
who has responsibility for workplace relations matters in the Territory,
o a person prescribed by the Fair Work Regulations.
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Related information
• Orders to stop or prevent unprotected industrial action
Under Regulation 3.10 the following persons may apply for an order suspending or terminating
protected industrial action for a proposed enterprise agreement:
• if the industrial action is being engaged in, or is threatened, impending or probable, in a
State that is not a referring State as defined in section 30B or 30L of the Act – the Minister of
the State who has responsibility for workplace relations matters in the State’
• an organisation or other person directly affected, or who would be directly affected, by the
industrial action other than an employee who will be covered by the proposed enterprise
agreement.
222
Suspending industrial action – cooling off period
See Fair Work Act s.425
The Commission must make an order suspending protected industrial action for a proposed
enterprise agreement that is being engaged in if the Commission is satisfied that the suspension is
appropriate taking into account the following matters:
• whether the suspension would be beneficial to the bargaining representatives for the
agreement because it would assist in resolving the matters at issue
• the duration of the protected industrial action
• whether the suspension would be contrary to the public interest or inconsistent with the
objects of the Fair Work Act,
• any other matters that the Commission considers relevant.
223
The Commission may make the order only on application by:
• a bargaining representative for the agreement, or
• a person prescribed by the Fair Work Regulations.
Note: The Fair Work Regulations do not currently prescribe any additional persons.
222
Fair Work Regulations r.3.10.
223
See for eg Nyrstar Port Pirie Pty Ltd v Construction, Forestry, Mining and Energy Union and Others [2009]
FWA 1144 (O’Callaghan SDP, 17 November 2009).
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Suspending industrial action – significant harm to a third party
See Fair Work Act s.426
The Commission must make an order suspending protected industrial action for a proposed
enterprise agreement that is being engaged in if the following requirements are met.
Requirement – adverse effect on employers or employees
The Commission must be satisfied that the protected industrial action is adversely affecting:
• the employer, or any of the employers, that will be covered by the proposed enterprise
agreement, or
• any of the employees who will be covered by the proposed enterprise agreement.
Requirement – significant harm to a third party
The Commission must also be satisfied that the protected industrial action is threatening to cause
significant harm to any person other than:
• a bargaining representative for the proposed enterprise agreement, or
• an employee who will be covered by the proposed enterprise agreement.
For the purposes of this specific requirement, the Commission may take into account any matters it
considers relevant, including the extent to which the protected industrial action threatens to:
• damage the ongoing viability of an enterprise carried on by the person
• disrupt the supply of goods or services to an enterprise carried on by the person
• reduce the person’s capacity to fulfil a contractual obligation, or
• cause other economic loss to the person.
Requirement – suspension is appropriate
The Commission must also be satisfied that the suspension is appropriate taking into account the
following:
• whether the suspension would be contrary to the public interest or inconsistent with the
objects of the Fair Work Act,
• any other matters that the Commission considers relevant.
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Case example:
Industrial action NOT suspended – significant harm to a third party
Construction, Forestry, Mining and Energy Union v Woodside Burrup Pty Ltd and Kentz E & C Pty
Pty Ltd [2010] FWAFB 6021 (Lawler VP, Ives DP, Roe C, 6 August 2010), [(2010) 198 IR 360].
Facts
In the decision at first instance the Commission considered whether Woodside, Kentz and
United (the Third Parties) were under threat of significant harm being caused to them by
the protected industrial action undertaken by employees of Mammoet Australia Pty Ltd
(Mammoet) at the Pluto Liquid Natural Gas Project on the Burrup Peninsula. The
Construction, Forestry, Mining and Energy Union (the CFMEU) was the bargaining
representative for the Mammoet employees.
The Commission found that as a consequence of the protected industrial action significant
harm was threatening to be caused to Woodside, Kentz and United and it suspended the
protected industrial action for a period of three months.
Outcome
The CFMEU appealed the decision. The focus of the arguments on appeal was the proper
meaning of the expression ‘significant harm’ in s.426(3).
The Full Bench found that the Commission had erred in failing to appreciate that on the
proper construction of s.426, ‘significant harm’ required the identification of harm that
was over and above harm of the sort that is commonly a consequence of protected
industrial action; and that the period of suspension ordered almost certainly had the
practical effect of terminating the protected industrial action rather than merely providing
a temporary respite from the effects of that action. Permission to appeal was granted.
On rehearing the Full Bench found that the sort of harm complained of by the Third
Parties was the sort of harm that would be caused by industrial action by employees on
any large construction project where such action affects the critical path of the project.
The appeal was allowed and the Full Bench quashed the decision and order at first
instance.
Relevance
‘Significant harm’ in relation to a third party requires the identification of harm that is
over and above harm of the sort that is commonly a consequence of protected industrial
action.
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Requirements relating to a period of suspension
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Related information
• Orders to stop or prevent unprotected industrial action
Links to application form
Form F37 – Application for an order to suspend or terminate protected industrial
action:
• www.fwc.gov.au/documents/forms/Form_F37.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F37.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Orders – significant harm to a third party
The Commission may make an order under s.426 only on application by:
• an organisation, person or body directly affected by the protected industrial action other
than:
o a bargaining representative for the proposed enterprise agreement
o an employee who will be covered by the proposed enterprise agreement
• the Minister
• if the industrial action is being engaged in in a State that is a referring State as defined in
section 30B or 30L – the Minister of the State who has responsibility for workplace relations
matters in the State
• if the industrial action is being engaged in in a Territory – the Minister of the Territory who
has responsibility for workplace relations matters in the Territory,
• a person prescribed by the Fair Work Regulations.
Note: The Fair Work Regulations do not currently prescribe any additional persons.
Requirements relating to a period of suspension
The Commission must specify the period of suspension
See Fair Work Act s.427
The Commission must specify, in an order suspending protected industrial action, the period for
which the protected industrial action is suspended.
Notice period
The Commission may specify, in the order, a longer period of notice of up to seven working days for
the minimum period of notice for taking employee claim action (under s.430) if satisfied that there
are exceptional circumstances justifying that longer period of notice.
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Links to application form
Form F38 – Application for an order for an extension of a suspension of protected
industrial action:
• www.fwc.gov.au/documents/forms/Form_F38.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F38.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Extension of a period of suspension
See Fair Work Act s.428
The Commission may make an order extending the period of suspension specified in an order (the
suspension order) suspending protected industrial action for a proposed enterprise agreement if:
• the person who applied, or a person who could have applied, for the suspension order,
applies for the extension, and
• the Commission has not previously made an order under this section in relation to the
suspension order, and
• the Commission is satisfied that the extension is appropriate taking into account any matters
the Commission considers relevant including the matters specified in the provision under
which the suspension order was made.
If the Commission is permitted to make an order extending the period of suspension:
• the Commission must specify, in the order, the period of extension, and
• the Commission may specify, in the order, a longer period of notice for taking employee
claim action (under s.430) of up to seven working days for the minimum period of notice if
satisfied that there are exceptional circumstances justifying that longer period of notice.
An application for an order extending a suspension of protected industrial action must be
accompanied by a copy of the order to suspend protected industrial action to which the application
relates.
224
224
Fair Work Commission Rules r.32.
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This means that the protected industrial action that was initially approved by the
protected action ballot can continue after the period of suspension has ended.
Employee claim action after a period of suspension
See Fair Work Act s.429
This section applies in relation to employee claim action for a proposed enterprise agreement if:
• an order suspending the employee claim action has been made, and
• a protected action ballot authorised the employee claim action:
o some or all of which had not been taken before the beginning of the period (the
suspension period) of suspension specified in the order, or
o which had not ended before the beginning of the suspension period, or
o beyond the suspension period; and
• the suspension period (including any extension) ends, or the order is revoked before the end
of that period.
Further protected action ballot not required to engage in employee claim action
A person may engage in the employee claim action without another protected action ballot.
For the purposes of working out when the employee claim action may be engaged in, the suspension
period (including any dates authorised by the protected action ballot as dates on which employee
claim action is to be engaged in) must be disregarded.
Nothing in this section authorises employee claim action that is different in type or duration from
the employee claim action that was authorised by the protected action ballot.
Notice of employee claim action after a period of suspension
See Fair Work Act s.430
Before a person engages in employee claim action for a proposed enterprise agreement after a
suspension period, a bargaining representative of an employee who will be covered by the proposed
enterprise agreement must give written notice of the action to the employer of the employee.
The period of notice must be at least:
• three working days, or
• if the Commission specified a longer period of notice in an order relating to the employee
claim action – that period of notice.
The notice must state the nature of the employee claim action and the day on which it will start.
Part 5.2 – Powers of the Minister
Ministerial declarations
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Gazette means the Government Notices Gazette.
Gazette notices contain a range of information about legislation, including
proclamations and notices of Commonwealth government departments and Courts,
and other notices required under Commonwealth law.
Part 5.2 – Powers of the Minister
Ministerial declarations
See Fair Work Act ss.431–434
The Federal Minister for Industrial Relations (the Minister) may make a declaration, in writing,
terminating protected industrial action for a proposed enterprise agreement if the Minister is
satisfied that:
• the industrial action is being engaged in, or is threatened, impending or probable, and
• the industrial action is threatening, or would threaten:
o to endanger the life, the personal safety or health, or the welfare, of the population or a part of it,
or
o to cause significant damage to the Australian economy or an important part of it.
A Ministerial declaration terminating protected industrial action for a proposed enterprise
agreement:
• comes into operation on the day that it is made, and
• is not a legislative instrument.
Informing people of declaration
If the Minister makes a declaration terminating protected industrial action for a proposed enterprise
agreement:
• the declaration must be published in the Gazette
• the Minister must inform the Commission of the making of the declaration, and
• the Minister must, as soon as practicable, take all reasonable steps to ensure that the
bargaining representatives for the proposed enterprise agreement concerned are made
aware:
o of the making of the declaration, and
o of the effect of Part 2–5 of the Fair Work Act (which deals with workplace determinations).
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Ministerial declarations
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Ministerial directions to remove or reduce threat
If a declaration terminating protected industrial action for a proposed enterprise agreement is in
operation, the Minister may give directions, in writing, requiring the following persons to take, or
refrain from taking, specified actions:
• specified bargaining representatives for the proposed enterprise agreement, or
• specified employees who will be covered by the proposed enterprise agreement.
The Minister may only give directions that the Minister is satisfied are reasonably directed to
removing or reducing the threat:
• to endanger the life, the personal safety or health, or the welfare, of the population or a part
of it, or
• to cause significant damage to the Australian economy or an important part of it.
A Ministerial direction to remove or reduce threat is not a legislative instrument.
Contravening a Ministerial direction
A person to whom a Ministerial direction applies must not contravene the direction.
Note: This is a civil remedy provision.
Part 6 – Enforcement and Appeals
Enforcement of Commission orders
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Related information
• Orders to stop or prevent unprotected industrial action
Part 6 – Enforcement and Appeals
This part will provide information on:
• the enforcement of Commission orders and the role of the Courts, and
• the Commission’s appeals process.
Enforcement of Commission orders
The powers of the Fair Work Commission (the Commission) are different to the powers of the
courts. The Commission is a tribunal and does not have the power to enforce the orders that it can
make under the Fair Work Act 2009 (Cth) (the Fair Work Act). The enforcement role is performed by
either the Federal Court or the Federal Circuit Court. The powers of the courts (including powers to
grant injunctions and make declarations) are not limited by any term of the Fair Work Act.
Role of the Federal Courts
If a person does not comply with a Commission order, a person affected may seek enforcement of
the Commission’s order through civil remedy proceedings in the Courts.
Typically applications of this kind are made to the Federal Circuit Court.
The Fair Work Acts provides a table in s.539 which details who may make an application to the Court
for the various civil remedy provisions. Provisions relating to industrial action are set out in Items
14–24.
Failure to comply with an order may result in the Court imposing a pecuniary penalty or making
other orders.
Types of orders made by the Courts
See Fair Work Act ss.545, 546 and 570
The types of orders the Courts may generally make in respect of a contravention or proposed
contravention of a civil remedy provision include the following:
• an order granting an injunction, or interim injunction, to prevent, stop or remedy the effects
of a contravention
• an order awarding compensation for loss that a person has suffered because of the
contravention (which can include interest), or
• a pecuniary penalty order.
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Enforcement of Commission orders
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A penalty unit is used to define the amount payable for pecuniary penalties.
The maximum number of penalty units for contravening s.421 of the Fair Work Act
(which prohibits a person contravening an order stopping industrial action) is 60
penalty units.
From 1 July 2023 a penalty unit was $313.
225
• for an individual – 60 penalty units = $18,780
• for a body corporate – 5 x 60 penalty units = $93,900
Orders awarding compensation for loss are not available under the Fair Work Act in relation to
contraventions of stop orders made under ss.418, 419 or 420 (see s.421(4)).
Orders awarding compensation for loss are available under s.417.
Pecuniary penalty orders
The Courts may, on application, order a person to pay a pecuniary penalty considered appropriate if
satisfied that the person has contravened a civil remedy provision.
The pecuniary penalty for an individual must not be more than the maximum penalty for the
relevant contravention set out in s.539 of the Fair Work Act.
In the case of a body corporate, the maximum penalty is five times the maximum for an individual.
The court may order that the pecuniary penalty, or a part of the penalty, be paid to:
• the Commonwealth
• a particular organisation (such as a union), or
• a particular person.
Costs orders by the Courts
A party to proceedings (including an appeal) in a court in relation to a matter arising under the Fair
Work Act may be ordered to pay costs incurred by another party to the proceedings.
The party may be ordered to pay the costs only if the court is satisfied that:
• the party instituted the proceedings vexatiously or without reasonable cause
• the party’s unreasonable act or omission caused the other party to incur the costs, or
• the party unreasonably refused to participate in a matter before the Commission, and the
matter arose from the same facts as the proceedings.
225
Crimes Act 1914 (Cth) s.4AA and Crimes (Amount of Penalty Unit) Instrument 2023.
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The following information is limited to providing general guidance for appeals against
decisions made by the Commission in dealing with applications related to industrial
action.
For information about lodging an appeal, stay orders, appeals directions and the
appeals process please refer to the Appeal Proceedings Practice Note.
Appeals
See Fair Work Act s.604
Note: The examples used in this section include decisions related to a variety of types of matters
heard by the Commission. These examples have been used because they help explain the principles
behind the appeal process.
Overview
A person who is aggrieved by a decision made by the Commission (other than a decision of a Full
Bench or Expert Panel) may appeal the decision, with the permission of the Commission.
226
A person who is aggrieved is generally a person who is affected by a decision or order of the
Commission and who does not agree with the decision or order. The term can extend beyond people
whose legal interests are affected by the decision in question to people with an interest in the
decision beyond that of an ordinary member of the public, such as, in some circumstances, a union
or an employer association.
227
In determining whether a person is a ‘person aggrieved’ for the purposes of exercising a statutory
right of appeal, it is necessary to consider the relevant statutory context.
228
Intervention
There is no provision of the Fair Work Act expressly dealing with intervention however the
Commission has used the broad procedural power in s.589(1) to empower it to permit intervention
in an appropriate case.
229
Time limit for appeal – 21 days
An appeal must be lodged with the Commission within 21 days after the date the decision being
appealed was issued.
230
If an appeal is lodged late, an application can be made for an extension to
the time limit.
231
226
Fair Work Act s.604(1).
227
See for eg Hart v Coles Supermarkets Australia Pty Ltd and Bi-Lo Pty Limited T/A Coles and Bi Lo [2015]
FWCFB 7090 (Watson VP, Kovacic DP, Roe C, 27 October 2015).
228
Tweed Valley Fruit Processors Pty Ltd v Ross and Others [1996] IRCA 407 (16 August 1996).
229
J.J. Richards & Sons Pty Ltd v Transport Workers’ Union of Australia [2010] FWAFB 9963 (Lawler VP,
O’Callaghan SDP, Bissett C, 23 December 2010) at para. 9.
230
Fair Work Commission Rules r.56(2)(a)‒(b).
231
Fair Work Commission Rules r.56(2)(c).
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Considerations
In each appeal, a Full Bench of the Commission needs to determine two issues:
• whether permission to appeal should be granted, and
• whether there has been an error in the original decision.
Permission to appeal
The Fair Work Act provides that the Commission must grant permission to appeal if it is satisfied that
it is in the public interest to do so.
232
Public interest
The task of assessing whether the public interest test has been met is a discretionary one involving a
broad value judgment.
233
Some considerations that the Commission may take into account in assessing whether there is a
public interest element include:
• where a matter raises issues of importance and general application
• where there is a diversity of decisions so that guidance from a Full Bench of the Commission
is required
• where the original decision manifests an injustice or the result is counter intuitive, or
• that the legal principles applied appear disharmonious when compared with other recent
decisions dealing with similar matters.
234
The public interest test is not satisfied simply by the identification of error or a preference for a
different result.
235
232
Fair Work Act s.604(2).
233
Coal & Allied Mining Services Pty Ltd v Lawler [2011] FCAFC 54 (19 April 2011) at para. 44, [(2011) 192 FCR
78].
234
GlaxoSmithKline Australia Pty Ltd v Makin [2010] FWAFB 5343 (Kaufman SDP, Ives DP, Spencer C, 23 July
2010) at para. 27, [(2010) 197 IR 266].
235
See for eg Qantas Airways Limited v Carter [2012] FWAFB 5776 (Harrison SDP, Richards SDP, Blair C, 17 July
2012) at para. 58, [(2012) 223 IR 177]; Kable v Bozelle, Michael Keith T/A Matilda Greenbank [2015] FWCFB
3512 (Catanzariti VP, Watson VP, Gostencnik DP, 22 May 2015) at para. 18.
Related information
•
What is a day?
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Links to application form
Form F7 – Notice of Appeal:
• www.fwc.gov.au/documents/forms/Form_F7.docx (Microsoft Word)
• www.fwc.gov.au/documents/forms/Form_F7.pdf (Adobe PDF)
All forms available on the Commission’s ‘Forms’ webpage:
www.fwc.gov.au/about-us/resources/forms
Grounds for appeal
Error of law
An error of law may be a jurisdictional error, which means an error concerning the tribunal’s power
to do something, or it may be a non-jurisdictional error concerning any question of law which arises
for decision in a matter.
In cases involving an error of law, the Commission is concerned with the correctness of the
conclusion reached in the original decision, not whether that conclusion was reasonably open.
236
Error of fact
An error of fact can exist where the Commission makes a decision that is ‘contrary to the
overwhelming weight of the evidence’.
237
In considering whether there has been an error of fact, the Commission will consider whether the
conclusion reached was reasonably open on the facts.
238
If the conclusion was reasonably open on
the facts, then the Full Bench cannot change or interfere with the original decision.
239
It is not enough to show that the Full Bench would have arrived at a different conclusion to that of
the original decision maker.
240
The Full Bench may only intervene if it can be demonstrated that
some error has been made in exercising the powers of the Commission.
241
236
SPC Ardmona Operations Ltd v Esam PR957497 (AIRCFB, Ross VP, Hamilton DP, Hingley C, 20 April 2005) at
para. 40, [(2005) 141 IR 338].
237
Azzopardi v Tasman UEB Industries Ltd (1985) 4 NSWLR 139, 155‒156.
238
SPC Ardmona Operations Ltd v Esam PR957497 (AIRCFB, Ross VP, Hamilton DP, Hingley C, 20 April 2005) at
para. 40, [(2005) 141 IR 338].
239
House v The King [1936] HCA 40 (17 August 1936), [(1936) 55 CLR 499].
240
ibid.
241
ibid.
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Case example: Interpretation and misapplication of provisions of the Fair Work Act –
Permission to appeal granted
McDonald's Australia Pty Ltd [2010] FWAFB 4602 (Watson VP, Kaufman SDP, Raffaelli C, 21 July
2010).
Facts
This decision involved an appeal against the decision of the Commission not to approve an
enterprise agreement.
Outcome
The Full Bench determined that the Commission had misstated relevant tests in the Fair
Work Act and misapplied relevant provisions central to the decision not to approve the
agreement. On this basis, permission to appeal was granted and the original decision
quashed.
Relevance
The Full Bench may only intervene and quash an original decision where it finds that an
error has been made, in this instance the misapplication of relevant provisions.
Case example:
Public interest – Permission to appeal granted
Re G.J.E. Pty Ltd [2013] FWCFB 1705 (Acton SDP, Smith DP, Ryan C, 3 April 2013).
Facts
This decision involved an appeal against a decision of the Commission not to approve an
enterprise agreement. The employer had sought approval for the enterprise agreement
on the basis that the employees were award free.
Outcome
The Commission disagreed with the employer, determining that the employees were
covered by the General Retail Award 2010. On that basis, the agreement could not be
approved because it did not pass the BOOT.
Relevance
The Full Bench considered that the appeal raised general issues regarding the coverage of
modern awards and on that basis was satisfied that it was in the public interest to grant
permission to appeal. However, the Full Bench was not satisfied that the Commission's
decision was affected by error, and confirmed the original decision.
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Case example:
Misapplication of statutory test – Permission to appeal granted
Aperio Group (Australia) Pty Ltd (T/a Aperio Finewrap) v Sulemanovski [2011] FWAFB 1436
(Watson SDP, McCarthy SDP, Deegan C, 4 March 2011), [(2011) 203 IR 18].
Decision at first instance [2010] FWA 9958 and order PR505584 (Ryan C, 30 December 2010).
Facts
This decision involved an appeal against a decision of the Commission reinstating an
employee on the basis that the employee’s dismissal was without valid reason, and
therefore harsh, unjust or unreasonable.
Outcome
In deciding the initial application, the Full Bench determined that there had been a failure
to properly consider whether there was a valid reason for termination in accordance with
s.387(a). This misapplication of the statutory test was significant and productive of a
plainly unjust result. The appeal was allowed, the order quashed, and the original
application dismissed on rehearing.
Relevance
The Full Bench determined that the preservation of public confidence in the
administration of justice was a matter of public interest and could be undermined by
decisions that were manifestly unjust.
Case example:
Interpretation of provisions of the Fair Work Act – Permission to appeal granted
Ulan Coal Mines Limited v Honeysett [2010] FWAFB 7578 (Giudice J, Hamberger SDP, Cambridge
C, 12 November 2010), [(2010) 199 IR 363].
Decision at first instance [2010] FWA 4817 (Raffaelli C, 12 July 2010).
Facts
These were two appeals against a decision determining whether certain dismissals were
the result of genuine redundancies.
Outcome
The Full Bench concluded that the Commission’s decision was open on the evidence and
other material before it and did not involve any error in interpretation of the section.
Relevance
These appeals concerned the interpretation of the redeployment exclusion set out in
s.389(2) of the Fair Work Act. This provision of the Fair Work Act had not been considered
by a Full Bench before, therefore the Full Bench determined that it was in the public
interest to grant permission to appeal.
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Case example: No error in findings of fact or exercise of discretion – Permission to appeal
refused
Cotton On Group Services Pty Ltd v National Union of Workers [2014] FWCFB 8899 (Watson VP,
Gostencnik DP, Bissett C, 23 December 2014).
Facts
Cotton On applied for permission to appeal a decision of the Commission to make a
majority support determination regarding Cotton On employees.
Outcome
The Full Bench was required to consider whether the Commission had erred in finding
that the group of employees covered by the majority support determination was 'fairly
chosen'. The Full Bench was not satisfied that Cotton On had established any error in the
way the discretion was exercised. Accordingly, permission to appeal was refused. It was
not sufficient to argue that a different result should have been reached in the exercise of
the discretion.
Relevance
A discretionary decision can only be overturned on appeal if it is established that there
was an error in the way the discretion had been exercised.
Staying decisions
See Fair Work Act s.606
If the Commission hears an appeal from, or conducts a review of a decision, the Commission may
order that the operation of the whole or part of the decision be stayed by making a stay order.
The stay order can be made on any terms and conditions that the Commission considers
appropriate, until a decision in relation to the appeal or review is made, or the Commission makes a
further order.
If a Full Bench is hearing the appeal or conducting the review, a stay order in relation to the appeal
or review may be made by:
• the Full Bench
• the President
• a Vice President, or
• a Deputy President.
Exception – Protected action ballot order
A decision to make a protected action ballot order cannot be stayed.
242
242
Fair Work Act s.606(3).