Employment

The Fair Work Commission’s Annual Report for Financial Year 2018-19: What employers need to know

28 October, 2019

Employers using complex corporate structures to exploit workers beware: the court can, and will, hold directors personally liable for using such structures to avoid their obligations under the Fair Work Act 2009 (Cth).

Background

Last year, the Federal Court ‘slapped’ two directors and their cleaning company with a penalty of $447,300 for using sophisticated corporate structures to exploit vulnerable employees and avoid their responsibilities as an employer.

In Fair Work Ombudsman v Grouped Services Pty Ltd (No 2) [2017] FCA 557, a director and former director of Grouped Property Services Pty Ltd (GPS), were penalised for their role in multiple contraventions of the Fair Work Act 2009 (Cth) (FW Act), including their failure to adhere to minimum employment standards, their failure to pay award wages and other entitlements under the operative industrial awards, and unlawfully dismissing an employee for exercising a workplace right.  Over a span of 3 years, GPS were found to have underpaid 51 employees, the majority of whom were from non-English speaking backgrounds, a total of $223,244.

Legitimate labour hire arrangement or sham company?

One issue in contention was whether a legitimate labour hire arrangement existed, or whether GPS was in fact the employer.

GPS denied that any of the employees were genuine employees of GPS, asserting that they were employees or sub-contractors of a purported labour-hire company, National Contractors Pty Ltd (National Contractors).  The FWO argued that GPS had created National Contractors as a shell company to concoct a sham labour-hire agreement which, in turn, would allow GPS (and the directors) to avoid their obligations as an employer.

In determining this issue, the Federal Court drew attention to the fact that National Contractors was “the last in a line of a number of companies established by the [directors] which purportedly employed labour supplied to GPS”.1  The evidence pointed strongly to a practice known as “phoenixing”, which involves creating new companies from the ashes of the old, with the object of defeating creditors.

The Court held that GPS was the employer of the 51 employees as National Contractors was not independent of GPS, but rather, functioned as an instrument of GPS.  In reaching this conclusion, the Court considered a long list of other factors, including:2

  • National Contractors was run by the same family members as those operating GPS.
  • National Contractors generated little or no income, declared no dividends, owned no real estate and had an issued share capital of $1.
  • All of National Contractors’ income was transferred to GPS.
  • National Contractors had no systems in place for employing any staff.
  • National Contractors did not feature on the GPS website and had no website of its own.
  • National Contractors’ sole director was considered a ‘servant’ and the GPS director the master.
  • All payroll matters were handled by GPS accounts staff, while human resources issues were handled by GPS’ human resources department.
  • GPS owned and supplied all the assets used in the business including hoses, pumps, vacuum cleaners, cleaning products and uniforms.
  • The GPS logo was worn on the uniforms of some of the employees.
  • GPS held itself out to be the employer of the cleaners it supplied to clients.

The attempt to use National Contractors as a shell company was in vain, with the Court stating that the directors “history of offending, the want of contrition, and the lack of candour call for the imposition of substantial penalties”.3 In addition to repaying the $223,244 in underpayments, GPS was penalised $370,000, while the former and current director were penalised $74,300 and $3,000 respectively for their role in the contraventions.

Similar, but different

Fair Work Ombudsman v VIP Security Services Pty Ltd [2018] FCCA 1969 provides another example of the FWO securing significant penalties against a director in his personal capacity following an attempt to use corporate structures to avoid employer obligations and personal liability.

Adam Marcinkowski formerly operated a security business through his company, VIP Security Services Pty Ltd (VIPSS), which was contracted to provide security services at a range of Gold Coast City Council sites, including three libraries, for two years from April 2015.

Mr Marcinkowski admitted to breaching the FW Act by taking unlawful adverse action against a guard by dismissing him and underpaying three other guards a total of $15,938 between April 2015 and June 2016.  The Federal Circuit Court found Mr Marcinkowski’s conduct was “indicative of systemic behaviour which suggests not only an utter disregard for the law, but also a lack of consideration for basic entitlements, workplace rights and decency”.4

Notably, prior to 13 April 2018 (six days before hearing), Mr Marcinkowski placed VIPSS into voluntary liquidation by way of a creditor’s voluntary winding up.  He also registered a new company, with an almost identical name on 15 December 2017.  The applicant contended that this was a “cynical attempt by [Mr Marcinkowski] to avoid the imposition of penalties upon VIPSS”.5

Although the Court strongly suspected that the winding up of VIPSS was a direct response to the imminent prospect of the imposition of significant penalties upon VIPSS, Justice Jarrett declined to draw that inference because:

  1. the VIPSS’ Statement of Assets demonstrated at face value that the company had a significant deficiency and was perhaps insolvent; and
  2. Mr Marcinkowski was not cross-examined about these matters despite there being an opportunity to do so.

A penalty of $155,668 was imposed against Mr Marcinkowski in his personal capacity, which is the fourth largest penalty secured against an individual business operator.

Watch out employers

Employers should not use complex corporate structures and shell companies to avoid their employer obligations and liabilities.  As this article demonstrates, not only is the Fair Work Ombudsman actively targeting sham labour-hire schemes, but the Courts have also demonstrated a willingness to impose heavy penalties on directors who undertake such activities in order to avoid their responsibilities as an employer under the FW Act, or otherwise seek to avoid the consequences of contravention.


1 Fair Work Ombudsman v Grouped Property Services Pty Ltd [2016] FCA 1034, 15 (Katzmann J).
2 Fair Work Ombudsman v Grouped Property Services Pty Ltd [2016] FCA 1034, 138-149 (Katzmann J).
3 Fair Work Ombudsman v Grouped Property Services Pty Ltd (No 2) [2017] FCA 557, 573 (Katzmann J).
4 Fair Work Ombudsman v VIP Security Services Pty Ltd [2018] FCCA 1969, 50 (Jarrett J).
5 Fair Work Ombudsman v VIP Security Services Pty Ltd [2018] FCCA 1969, 76 (Jarrett J).

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