Jones v Department of Energy and Minerals [1995] IRCA 259

CATCHWORDS INDUSTRIAL LAW (CTH) - TERMINATION OF EMPLOYMENT - claim of UNLAWFUL TERMINATION - "HARSH, UNJUST OR UNREASONABLE" - REDUNDANCY - VALID REASON - whether a lack of any suitable position for employee at his existing or lower levels constitutes a "valid reason" for dismissal - whether a position is "genuinely redundant" where the employer still requires duties to be performed - whether notifying an employee at a difficult time of his likely termination is harsh, unjust or unreasonable - relevance of the impact of notification upon employee - complaint of procedural unfairness - duty to afford natural justice in terminating employment - variable content of that duty - whether a failure formally to consult employee before deciding to abolish position is harsh, unjust or unreasonable, where employee had other opportunities to make representations. Industrial Relations Act 1988 (Cth) Part VIA Div 3, ss 170EA, 170DE(1), 170DE(2); s377(1), 377(2) Byrne and Frew v Australian Airlines Ltd (1994) 120 ALR 274 Bostik (Australia) Pty Ltd v Gorgevski (1992) 36 FCR 20 Gregory v Philip Morris (1988) 80 ALR 455 R v The Industrial Commission of South Australia; ex parte Adelaide Milk Co-operative Ltd (1977) 44 SAIR 1202 Termination, Change and Redundancy case (1984) 8 IR 34 Monsanto Chemicals (Australia) Ltd v The Amalgamated Engineering Union (Australian Section) (1958) 90 CAR 27 Carydias v The Greek Orthodox Community of Melbourne and Victoria (unreported, per Staindl JR, 31 March 1995) Papadopolous v The Colonial Mutual Life Assurance Society Ltd (unreported, per Ryan JR, 16 August 1994) Shearer v Action Mercantile Pty Ltd (1993) 5 VIR 149 Budget Couriers Equity Management v Beshara (1993) 5 VIR 173 JONES v DEPARTMENT OF ENERGY AND MINERALS VI 94/527 CORAM: RYAN J PLACE: MELBOURNE DATE: 16 JUNE 1995