Western Australian Industrial Relations Commission

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The applicant is a business which owns and operates trucks which transport groceries to stores in Perth. In October and December 2009 the applicant and the respondent exchanged letters whereby the applicant agreed to assign its two ‘cold store’ contracts to the respondent.
The Road Freight Transport Industry Tribunal held today that the agreements, on their proper construction, obliged the respondent to allocate predominantly cold store work to the applicant.

The Tribunal considered that the letter of October 2009 was ambiguous, so extrinsic evidence of the surrounding circumstances and the object and purpose of the transaction was referred to in objectively determining the parties’ intentions. The terms of the October 2009 agreement were implied into the December 2009 agreement.

The Tribunal held that the respondent breached the agreement in 2010 by changing the roster to shift one of the applicant’s contracts to the ‘dry store’. The Tribunal awarded the applicant damages in the sum of $69,600 for its expected earnings.

This matter was also the first time the Tribunal considered the unconscionable conduct provisions in the Owner-Drivers (Contracts and Disputes) Act 2007.


The decision can be read here.

The Occupational Safety and Health Tribunal today held that one referral to the Tribunal under s 51A(1) of the Occupational Safety and Health Act 1984 which sought a further review of 3 Improvement Notices is a valid referral. WorkSafe had submitted that each Improvement Notice forms a separate proceeding and requires a separate decision by the Tribunal.

Accordingly, the referral to the Tribunal in Form 7 is one referral which can refer only one Improvement Notice to the Tribunal for review; to the extent that it purports to refer all three Improvement Notices for review, it is invalid.

The Tribunal disagreed, holding that the “matter” which is referred to the Tribunal for further review in s 51A(1) is the matter of the review of the Improvement Notices which had been the subject of a decision of the WorkSafe Western Australia Commissioner under s 51(6).

The decision can be read here.

The Commission has found that a pharmacist in charge of a pharmacy, who left the pharmacy on a number of occasions, contrary to instructions, and then denied doing so, and denied smoking, contrary to the employer’s policies, was validly dismissed for serious misconduct. That the pharmacist left the pharmacy potentially placed her employer in breach of the Pharmacy Act.

The fact that the employer allowed her to return to work for approximately 2½ hours while it considered her responses and viewed CCTV footage did not mean that the employer had condoned the conduct and waived the right to dismiss. Therefore, the employee was not entitled to pay in lieu of notice.

The decision can be read here.

The applicant, a business which owns and operates a truck, contracted to provide transport services to the respondent. The respondent’s customers, such as Linfox, would request transport services and the respondent would offer the work to its contractors. Following discussions with the respondent’s Operations Director about Linfox seeking float services, the applicant decided to purchase a float.

Today, the Road Freight Transport Industry Tribunal rejected the applicant’s claim that the owner-driver contract was varied to include a term that if the applicant acquired a float, the respondent would hire it at a certain rate.

On the evidence, the Tribunal found that the respondent operated its business on the basis that its workflow was dependent on requests from customers, and the respondent could never guarantee a minimum level of work. At best, the applicant had an expectation that it would receive float work.

Commissioner S J Kenner considered the principles in relation to the variation of a contract, promissory estoppel and implied terms.

While an estoppel was not made out, Commissioner S J Kenner considered that the Tribunal can have regard to equitable principles when determining a contractual dispute between a hirer and an owner-driver.

The decision can be read here.

United Voice WA sought to institute an appeal three days out of time. The respondent employer, The Director General, Department of Education, argued the Full Bench has no power to extend time within which to institute an appeal. A majority of the Full Bench rejected the argument and found the time limit in s 49(3) of the Industrial Relations Act is procedural and the power to extend time is prescribed in s 27(1)(n) of the Industrial Relations Act.

In respect of the merits of the appeal, the Full Bench unanimously found that part of the relief sought at first instance was not within power as the union sought binding declarations of rights and obligations in respect of past events. However, as the union also sought an order within power, the appeal was allowed and the decision at first instance was suspended and the case remitted for further hearing and determination.

The decision can be read here.

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Western Australian Industrial Relations Commission
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