This document discusses the multi-factor test to differentiate between an employee and a contractor, the applicability of code of conduct on employees, and valid reasons for dismissal of an employee. It also provides relevant case laws and examples.
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Running head: EMPLOYMENT LAWS Employment Laws Name of the Student Name of the University Author Note
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1EMPLOYMENT LAWS Issue 1 Whether Bob is now a contractor or can it be argued that he is an employee. Rule In the common law, the contractors are different from employees and the employment laws are not applicable on the contractors. The multi factor test that has been developed by the Courts is applied to draw such a distinction between an employee and a contractor. This test has evolved with the case of Ready Mixed Concrete Ltd v Minister of Pensions [1968] 2 QB 497. In this case a threefold test has been formulated to determine whether a person can be implied to be a contractor or not. The first decisive factor in determining whether a person is a contractor is the control factor. In case of an employee, the works that are assigned to them or the manner in which the work needs to be performed is the pure discretion of the employer and the employee does not have much option with respect to the same. However, a contractor is independent in initiating to perform a piece of work and may perform the work in his own method. The employer does not have much control over the works that he chooses to perform. However, there are certain conditions that the contract between the employer and the contractor might contain and the same are binding on the employer. The second decisive factor is the exclusiveness in the work. An employee exclusively works for the employer in general. However, the contractor may serve more than one client. The contractor may render services to multiple businesses. The third decisive factor is the power to delegate. A contractor usually delegates his powers to complete the task that he has been assigned with by virtue of the contract. The contractor further hire other people to complete the work.
2EMPLOYMENT LAWS Another decisive factor is the timing during which the work needs to be performed. Contractors does not have any fixed timings set by the employer to perform the job. The contractors are free to decide their own timing for work. In case of employees, the work needs to be performed within the fixed office timing. Thepaymentmadetoacontractororanemployeecanbeadecisivefactorin differentiating between the employee and a contractor. The employees are paid with respect to time whereas the contractors are paid with respect to units of work completed. In the case of Short v J W Henderson Ltd [1946] 62 TLR 427, four criteria has been identifiedindifferentiatingbetweenanemployeeandacontractornamely,rightof suspension, control, dismissal and remuneration. In Australia, a person is not automatically rendered to be a contractor for the reason of his availing the Australian Business Number (ABN). He needs to satisfy other decisive factors as well. Application In the present situation, Bob has been initially employed as an employee by the RSL club. After working for a number of years as an employee, he has been asked to avail the ABN to become a contractor. This has been effected in the furtherance of a decision of the club to operate their work relating to bar by a contractor. A contractor may apply for an ABN for the purpose of issuing invoices. However, this will not automatically render Bob to be a contractor. He will be required to satisfy the multi factor test in that context. After availing the ABN, Bob is still being controlled by the Club and is not independent in his endeavours. This does not satisfy the control factor that a contractor must have in performing his work. As the control of the work is in the hands of the employer, Bob is more of an employee than being a contractor.
3EMPLOYMENT LAWS Bob works exclusively for the RSL club and is not free to work for other employees. This implies Bob to be an employee and not a contractor. Although Bob has an ABN but being failed to have satisfied the multifactor test he is not a contractor but an employee. Conclusion Bob is still an employee of the RSL club. Issue 2 Whether the policies are binding regarding contract of employment of Bob, if Bob is an employee. Rule Code of Conduct implies a set of rules and regulations that has been implemented by businesses and promised to be followed by the business. This code may include rules regarding various areas of the business such as conduct of the employees, the operations of the business, dealing with customers and clients, management of financial resources and other areas as the business deems fit to include. This code is generally formulated by the businesses to govern the business endeavours. This code is generally used by the businesses as a tool for self- regulation and not as a document of legal standing. However, in case the company requires the code to be binding upon the employees it may register the code as a legally binding contract so as to provide a legal sanction to it. If such a code is not registered as a legally binding contract, the same does not have a legal binding (Burgess & Strachan, 1999). The contractors are generally outside the purview of the code of conduct as they work in an independent manner and are not under the control of the employer. The code of conduct is not binding upon the contractors. However, in case of the employees, the code of conduct are
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4EMPLOYMENT LAWS binding upon them as an implied condition to their employment contract. The same can be illustrated with the case of National Australia Bank Limited v Rice [2015] VSC 10. Application In the instant situation, Bob has been previously employed as an employee by the RSL club. After working for a number of years as an employee, he has been asked to avail the ABN to become a contractor. This has been effected in the furtherance of a decision of the club to operate their work relating to bar by a contractor. A contractor may apply for an ABN for the purpose of issuing invoices. However, this will not automatically render Bob to be a contractor. He will be required to satisfy the multi factor test in that context. After availing the ABN, Bob is still being controlled by the Club and is not independent in his endeavours. This does not satisfy the control factor that a contractor must have in performing his work. As the control of the work is in the hands of the employer, Bob is more of an employee than being a contractor. Hence , the code of conduct will be applicable on him being an employee. Bob will be bound by the terms of that code of conduct. Conclusion The policies are binding regarding contract of employment of Bob as he is an employee. Issue 3 Whether the Club has a valid reason to effect the dismissal of Bob. Rule The employees has a duty to ensure the safety in the workplace. Being an employee and a party to the contract of employment the policies contained in the code of conduct is binding on him. The same can be illustrated with the case of Court in Geyer v Downs [1977] HCA
5EMPLOYMENT LAWS 64. A breach of such a Policy contained in the code of conduct would amount to disciplinary action to be taken by the employer. Under the Fair Work Act 2009, an employer is not justified in dismissing an employee when he does not have a valid reason for the same. Such a dismissal without a fair justification would render the employer to be liable to the employee and the employee has an option for challenging such a dismissal. The Act provides for certain grounds under which the employer is justified in dismissing the employee. In case the employee does not have the capacity or ability to continue the work that he has been hired for to perform, the employer is justified in dismissing such an employee. The inefficiency of an employee may also lead to a valid ground for the employer to dismiss that employee. In case the employee has indulged into a misconduct and any conduct that is below the workplace standards, the employee is justified in dismissing such an employee. The employer is also justified in dismissing an employee for the reason of redundancy (Stewart, 2013). An employer is justified under these grounds to dismiss an employee. Application In this instant situation, Bob was alleged to have subjected Iris, a co-worker of his with sexually inappropriate comments and bullying. The evidence was that the Bob had singled Iris out for attention, that the attention was unwanted and unwelcome, that Iris found the comments offensive and very rude and the experience gave rise to feelings of discomfort, embarrassment and anger. Bob’s evidence was that he did not single out Iris, that he and Iris engaged in light-hearted banter, and that Iris did not resist him or complain about him. The code of conduct contained the policies and procedures that the employees of the Club needs to follow. Bob had attended annual training in relation to the Code of Conduct on 26 August 2011. The policies, procedures and Code of Conduct contained in the Employee
6EMPLOYMENT LAWS Handbook mentions behaviour such as bullying and harassment. This makes Bob liable for indulging in the activities relating to bullying and harassment. However, a further consideration was that there was inconsistency in the interpretation and application of the policies and procedures by leaders in the workplace and they often applied differentvalues.IthasalsobeencontendedbyBobthathedidn’tunderstandthe requirements of the club’s Code of Conduct, despite training. But it can be conceived that sexual harassment and bullying indicates misconduct on the part of the employee even if the code of conduct does not mentions it. Hence, the dismissal of Bob will be valid and fair. Conclusion The Club has a valid reason to effect the dismissal of Bob.
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7EMPLOYMENT LAWS Reference Burgess, J., & Strachan, G. (1999). The expansion in non-standard employment in Australia and the extension of employers’ control. In Global trends in flexible labour (pp. 121- 140). Palgrave, London. National Australia Bank Limited v Rice [2015] VSC 10 Ready Mixed Concrete Ltd v Minister of Pensions [1968] 2 QB 497 Short v J W Henderson Ltd [1946] 62 TLR 427 Stewart, A. (2013). Stewart's guide to employment law. Federation Press. The Fair Work Act 2009