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Knock, Knock.Who’s there?What to do when a regulator or union shows up at your door
Anthony MassaroPrincipal
Ben TallboysSenior Associate
19 March 2014
Overview
> Workplace records and document management
> Dealing with the Fair Work Ombudsman
> Dealing with WorkSafe Victoria
> Dealing with unions
> Know your rights> Be practical and polite> No fights
Employee records
> Employment details
> Pay
> Overtime hours
> Averaging arrangements
> Leave entitlements
> Superannuation contributions
> Guarantees of annual earnings
> Individual flexibility arrangements
> Termination of employment
Employee records - rules
> Retention – 7 years
> Employers must provide copies of records or make copies available for inspection
> Employees and former employees can request information about records
> Transfer of business – records must go to the new employer
Contesting access
> Legal professional privilege> Correspondence to/from lawyers for the
dominant purpose of obtaining advice
> Documents created in anticipation of litigation
> Privacy
> Health records
> Access to complaints
Common sense can play a part
Dealing with regulators
Fair Work Ombudsman> Ensure compliance with Fair Work Act 2009
> Cooperative approach
WorkSafe/WorkCover/RTW Inspectorate> Investigate and regulate compliance with
> Occupational Health and Safety Act 2004
> Accident Compensation Act 1985
> Adversarial tendencies
Pointers
> Be polite and courteous
> Speak from your knowledge – not what you believe, or what you’ve been told
> Do not fill in gaps
> Do not give statements
> Do not answer questions which have not been asked
> Do not be afraid of seeking legal advice
Fair Work Ombudsman
Powers of FWO inspectors
Inspectors may> Enter a workplace or a business premises where
records are kept
> Inspect work, processes or objects
> Interview persons
> Require production of documents and records
> Inspect and make copies of documents and records
> Take samples of goods or substances
Compliance options
> Enforceable undertakings
> Compliance notices
> Prosecution> Compensation
> Penalties> Up to $10,200 for an individual
> Up to $51,000 for a body corporate
> (Adverse publicity)
Suggested approach
>Remember the pointers
>Cooperate
>If notified of a breach, get legal advice
>Seriously consider an enforceable undertaking
WorkSafe Victoria
Inspectors
> WorkSafe Inspectors and Investigators police compliance with the Occupational Health and Safety Act 2004 (Vic)
> Return to Work Inspectors police compliance with the return to work provisions in the Accident Compensation Act 1985 (Vic)
Powers of WorkSafe inspectors
> Inspect, examine, make enquiries
> Inspect and examine things
> Seize things for evidence or testing
> Take photographs, measurements, etc
> Request production of documents
> Examine documents
> Require a person to answer questions (about documents?)
> No power to require you to give a statement
Your rights
>Privilege against self-incrimination
>Cannot be required to produce documents which are covered by legal professional privilege
>Legal advice or representation
Compliance options – Safety
> Improvement and prohibition notices
> Prosecution> Penalties
> Up to $259,848 for an individual
> Up to $1,299,240 for a body corporate
> Conviction
> Imprisonment (reckless endangerment)
> Undertakings and good behaviour bonds
Compliance options – RTW
> Improvement notices> Comply with RTW obligations
> Prosecution> Penalties
> Up to $25,984.80 for an individual
> Up to $129,924 for a body corporate
Suggested approach
>Remember the pointers
>Don’t obstruct, but don’t be helpful
>Be very careful about answering questions
>Paranoia can be a good thing
>Get legal advice if you’re not sure
Dealing with Unions
Right of entry
A union official may enter premises to:
> Investigate suspected contraventions of the Fair Work Act 2009 (Cth)
> Investigate suspected safety breaches
> Hold discussions with current/potential union members
Suspected contraventions
Conditions of entry:
> The union official must have a reasonable suspicion that there has been a contravention
> The suspected contravention must relate to a member of the union who performs work on the premises
> Entry notices
> Permits
While on premises, union officials may:
>Inspect premises
>Observe work
>Conduct interviews
>Only by consent
>Only with actual or potential union members
>Only during working hours
Suspected contraventions
Union officials can inspect and copy documents:
> While on premises under an entry notice
> later by giving 14 days’ notice
> Either at the premises or at another place agreed between the union and the employer
> Documents kept or available on site
> Documents must relate to a suspected contravention and substantially relate to a union member
Suspected contraventions
Safety issues
Union officials may enter premises to investigate suspected contraventions of OH&S laws related to work being performed:
> by a union member
> by a person who is covered by an enterprise agreement that applies to the union
> by a person who is eligible to be a member of the union and who is not covered by an enterprise agreement
Safety issues
Conditions of entry
> Union official must have a reasonable suspicion that there has been a contravention
> The employer must be given at least 24 hours’ notice
> Only during working hours
> The union official must take all reasonable steps to produce an entry permit when visiting a site
While on premises, union officials may:
>Inspect premises
>Observe work
>Conduct interviews
>With consent
>With current or potential union members
>Consult with employer
Safety issues
During any exercise of entry powers:
>Union officials must comply with OH&S directions
>Union officials must not intentionally hinder or obstruct any person
>Union officials must not otherwise act in an improper manner
>Other persons must not refuse, delay hinder or obstruct union officials
Behavioural issues
Setka v Gregor (no 2) (2011) 195 FCR 203
>Mr Setka employed by CFMEU
>Sought to exercise OH&S entry powers
>Swore on arrival
>Skipped site induction
>Threatened management
Setka v Gregor [2011]
MR SETKA: “This job’s a f...ing deathtrap and a disgrace. If you kill anyone on this job I am going to quit my f...ing job and get you”
MR McGREGOR: “Are you threatening me?”
MR SETKA: “I’m not f...ing threatening, I’m f...ing promising, I will get you and you”
Setka v Gregor [2011]
Federal Magistrate:
>There were OH&S issues at the site
>Mr Setka’s behaviour was still improper
>Fined Mr Setka $6,000
Full Federal Court:
>Upheld the decision
>Reduced the fine to $3,000
Setka v Gregor [2011]
Director, Fair Work Building Inspectorate v Myles & Ors [2013] FCCA 2229
> CFMEU officials entered site to investigate OH&S issues
> Official refused to show permit
> Officials verbally abused management
> Officials ignored OH&S requirements
> Officials demanded union fees from workers
> Official advised workers to down tools
FWBI v Myles [2013]
MR PEARSON: “You’re a d...head I’m not dealing with you”
MR PEARSON: “I don’t have to put up with this. I can go anywhere I want and do anything I want”
MR PEARSON: “I’m not going on [the site] with him. I’m not going on [the site] with that f...en prick”
FWBI v Myles [2013]
MR ELLIOT: “You’re not going on to the site.”
MR PEARSON:“F... you, I’m going.”
FWBI v Myles [2013]
MR ELEMENT: “Can you show me your right of entry authorisation and tell me why you are on this site?”
MR MYLES: “I don’t have to answer you, you f...ing little grub”
FWBI v Myles [2013]
The Court held:
>Mr Pearson’s and Mr Myles’ behaviour - offensive
>Soliciting union fees - obstructive
>Telling workers to down - obstructive
The Court held the union officials contravened the Fair Work Act 2009 (Cth)
FWBI v Myles [2013]
Penalties:
>Mr Pearson: $4,950
>Mr Myles: $4,950
>Mr Treadaway: $2,200
>CFMEU: $26,400
FWBI v Myles [2013]
Construction, Forestry, Mining and Energy Union v Gittany [2014] FCA 164
> CFMEU alleged that Hume Highway Constructions and Mr Gittany obstructed their entry to a construction site
> CFMEU representatives left the site they were inspecting to talk to a concrete pump operator
> Heated words and violence ensued
> CFMEU representatives not allowed back in
CFMEU v Gittany [2014]
The appeal was dismissed:
>Once CFMEU representatives left the premises they could not return
>The Court held it was reasonable to refuse access to the site until the police returned
CFMEU v Gittany [2014]
Union officials may enter premises and hold discussions with employees:
>whose interests it is entitled to represent
>who wish to participate in such discussions
Right to hold discussions
Conditions of entry:
> Entry notice
> Discussions can only occur during mealtimes and other breaks
> Discussions can only take place:
> In rooms or areas agreed with employer
> Failing agreement, in a meal or break room
> Employer can provide reasonable directions about route to meeting room
Right to hold discussions
Transport Workers Union of Australia (NSW Branch) v DHL Supply chain [2011] FWAFB 33763
> DHL requested TWU use a meeting or training room to hold discussions with workers
> TWU sought access to DHL’s lunch rooms to hold discussions with workers
> TWU complained to Fair Work Commission
> TWU’s claim and appeal dismissed
TWU v DHL [2011]
National Union of Workers v Coles Group Supply Chain Pty Ltd [2014] FWC 1674
> Coles required NUW to only use a particular table in the lunch room for holding discussions
> Coles advised NUW officials not to approach workers
> FWC held that an employer cannot prevent a union official approaching employees to see if they wish to discuss employment or union matters
> FWC made no orders
NUW v Coles [2014]
The Government intends to amend the Fair Work Act 2009 (Cth) so that:
> Unions can only hold discussions on site if:
> covered by an enterprise agreement which applies to the premises; or
> invited by an employee who is a union member
> Employer may dictate where discussions occur
> No union travel expenses for remote locations
Coalition amendments 2014
45
Summary
>Know your rights
>Know when to be practical
>Know when to stand your ground
>If you don’t know, ask!
Contact details
Anthony Massaro
Principal
Ph: 9609 1501
Ben Tallboys
Senior Associate
Ph: 8640 2360
For more information about the services offered by Russell Kennedy, please visit us at www.rk.com.au