Recently it was reported that a Sydney factory employee applied to the NSW Supreme Court in an attempt to claim a share of the $40 million jackpot, won by 14 employees of a cable manufacturer in Liverpool.
When the employee realised that the winning numbers had come up, the employee approached the syndicate organiser who advised him that he was not part of the winning syndicate as it was a separate group. The syndicate organiser said he ran a core syndicate as well as other syndicates and it was the “other syndicate” that won the $40 million jackpot.
The employee in question was the only one of the group who was not part of the winning syndicate - apparently he had not paid the extra $50 to be included in that group.
At the hearing it was submitted that the “other syndicate” group had excluded the employee because the syndicate organiser had not been able to speak to him to see if he wanted to take part.
Whilst workplace lotto syndicates may appear to be a bit of fun, it can make employees feel excluded if they were not asked to participate. Employers are reminded that bullying includes “exclusion from work-related events.” If it is seen that an employer is permitting employees to have syndicates and individual employees are excluded, it can be considered as bullying in the workplace. If the Fair Work Commission took a similar view, a stop bullying order could be issued.
It is important that, if syndicates are present in the workplace, the employer makes it clear that these types of activities are not work related events or supported by the employer in any way. These matters should be dealt with outside work hours.
Information provided in this blog is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this blog, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.
