108—Question to be determined at the hearing
(1) At the hearing of
an application under this Part, SAET must determine whether, on the balance of
probabilities, the dismissal is harsh, unjust or unreasonable.
(2) In deciding
whether a dismissal was harsh, unjust or unreasonable, SAET must have regard
to—
(a) the
Termination of Employment Convention ; and
(b) the
rules and procedures for termination of employment prescribed by or under
Schedule 8; and
(c) the
degree to which the size of the relevant undertaking, establishment or
business impacted on the procedures followed in effecting the dismissal; and
(d) the
degree to which the absence of dedicated human resource management specialists
or expertise in the relevant undertaking, establishment or business impacted
on the procedures followed in effecting the dismissal; and
(e)
whether the employer has failed to comply with an obligation under
section 58B or 58C of the Workers Rehabilitation and Compensation
Act 1986 ; and
(f) any
other factor considered by SAET to be relevant to the particular circumstances
of the dismissal.
(3) If a redundancy
payment is made on the dismissal in accordance with a relevant
industrial instrument, the dismissal cannot be regarded as harsh, unjust or
unreasonable solely on the ground that the payment is inadequate.