have any rights to exercise under the unfair dismissal provisions of the Act.”491 This reflective of a wider misunderstanding and is also seen in Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547. Misunderstandings as to the rights of permanent casual workers Various misunderstandings as to the rights and entitlements of casual workers are also evident from the catalogue. This can be demonstrated through Mrs Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, and Marie Axmann v Global Players Network Pty Ltd t/a GP Network Pty Ltd [2013] FWC 6719. In Betty Mond, both the applicant and the respondent misunderstood the rights of casual workers as they relate to unfair dismissal.492 The respondent believed that a casual employee could be dismissed at any time, regardless of the regularity, or length of service.493 Whereas the applicant believed that once engaged for a sufficient length of time, and on a regular basis, a casual employee would be deemed a permanent employee, and thus be entitled to redundancy pay.494 This confusion illustrates the difficulties permanent casual employees endure in identifying their rights and entitlements. The confusion arises due to the hours of work and length of service being indistinguishable from that of permanent employment, as this is in no meaningful sense ‘casual’ employment. In this respect, the applicant’s assumption is justified, given that the reality of her work patterns no longer resembles an employee merely working on a casual basis, but has been transitioned to permanent. This misunderstanding can also result directly in the dismissal of casual employees, as seen through Marie Axmann v Global Players Network Pty Ltd t/a GP Network Pty Ltd [2013] FWC 6719. In that case, the respondent company Lynch v Prices Removals and Storage Pty Limited t/a Chess Prices Removals [2014] FWC 8115, [21]. 491 Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, [3]. 492 Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, [3]. 493 Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, [3]. 494
have any rights to exercise under the unfair dismissal provisions of the Act.”491 This reflective of a wider misunderstanding and is also seen in Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547. Misunderstandings as to the rights of permanent casual workers Various misunderstandings as to the rights and entitlements of casual workers are also evident from the catalogue. This can be demonstrated through Mrs Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, and Marie Axmann v Global Players Network Pty Ltd t/a GP Network Pty Ltd [2013] FWC 6719. In Betty Mond, both the applicant and the respondent misunderstood the rights of casual workers as they relate to unfair dismissal.492 The respondent believed that a casual employee could be dismissed at any time, regardless of the regularity, or length of service.493 Whereas the applicant believed that once engaged for a sufficient length of time, and on a regular basis, a casual employee would be deemed a permanent employee, and thus be entitled to redundancy pay.494 This confusion illustrates the difficulties permanent casual employees endure in identifying their rights and entitlements. The confusion arises due to the hours of work and length of service being indistinguishable from that of permanent employment, as this is in no meaningful sense ‘casual’ employment. In this respect, the applicant’s assumption is justified, given that the reality of her work patterns no longer resembles an employee merely working on a casual basis, but has been transitioned to permanent. This misunderstanding can also result directly in the dismissal of casual employees, as seen through Marie Axmann v Global Players Network Pty Ltd t/a GP Network Pty Ltd [2013] FWC 6719. In that case, the respondent company 491 Lynch v Prices Removals and Storage Pty Limited t/a Chess Prices Removals [2014] FWC 8115, [21]. 492 Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, [3]. 493 Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, [3]. 494 Betty Mond v Seymour-Gross Pty Ltd [2014] FWC 5547, [3].
Submission-AMWU-Attachment-1.docx