Industrial manslaughter offence introduced in New South Wales
On 20 June 2024, the New South Wales Parliament passed legislation to include a new criminal offence of industrial manslaughter under work health and safety legislation.
Read more...In “A bone to pick: Assessing the “reasonableness” of additional hours” we reported on the Federal Court of Australia (the Court) decision in Australasian Meat Industry Employees Union v Dick Stone Pty Ltd [2022] FCA 512 which found that a meat processing establishment had contravened the Fair Work Act 2009 (Cth) (FW Act) by:
In Australasian Meat Industry Employees Union v Dick Stone Pty Ltd (No 2)[2022] FCA 1263 the Court was required to determine the pecuniary penalties to be imposed on the employer for the contraventions.
The Court had regard to the nature of the contraventions and the particular circumstances of the matter including that:
While the employer’s apology was accepted, the Court did not place much weight in the “bare apology”. The Court considered that the employer had sought to deflect responsibility and had not appreciated the Court’s finding that requiring the employee to work an additional 12 hours per week was unreasonable and the reasons why it was unreasonable. In particular, when canvassing employees about working a 50-hour week, the employer had no regard to the finding that the additional hours were a risk to health and safety.
Further, the Court noted that while the employee’s underpayment had since been rectified, there was no evidence that the employer had conducted any assessment of whether other employees were also underpaid. For the Court, this was an expected course of action had there been genuine contrition and acknowledgement of wrongdoing by the employer.
Accordingly, the Court imposed penalties totalling $93,000 and ordered the total penalty to be paid to the Australasian Meat Industry Employees Union.
As the Court noted in this matter, generally, breaches of the NES and modern awards are treated seriously because the NES and modern awards aim to protect minimum entitlements. For requiring the employee to work an unreasonable additional 12 hours per week and failing to pay overtime, the employer was ordered to pay a total penalty of $50,000.
Employers also face significant penalties in breaching basic obligations under the NES and/or a modern award. For example, in this matter, the employer was penalised $3,000 for failing to provide a copy of the FWIS to the employee as required by the NES, $25,000 for not ensuring that copies of the Award or the NES were made readily accessible to all employees and $15,000 for failing to post at the workplace a roster of start and finish times for ordinary hours as required by the Award.
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