TERMINATION OF EMPLOYMENT – genuine redundancy – ss.389, 394 Fair Work Act 2009 – application for unfair dismissal remedy – applicant was employed as Payroll Officer – applicant submitted she was unfairly dismissed and her termination was not a genuine redundancy – during time of applicant’s transition to new role of PEO HR Coordinator, respondent was considering operational requirements of business across three offices – respondent recently lost some substantial Perth-based contracts – decided it had too many people involved in the PEO process resulting in inefficiencies – applicant’s responsibility of providing PEO services – applicant had some miscommunications with Sydney due to time zones – respondent decided only one full-time HR Manager position was required – respondent held three meetings with applicant in October and November – Commission satisfied that duties applicant had been doing would be distributed to other fulltime Payroll Officers and that her duties would be performed by new full-time HR Manager job based in Sydney office – Commission satisfied respondent no longer required the applicant’s job to be performed by anyone – respondent complied with obligations to consult once it had made a definite decision to change its staffing arrangements – applicant offered opportunity to apply for the HR Manager role in Sydney on numerous occasions – applicant did not apply as she did not want to relocate or work full-time for family and financial reasons – no redeployment opportunities available – dismissal was genuine redundancy – application dismissed. Wrzoskiewicz v Easy Payroll Perth P/L
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