TERMINATION OF EMPLOYMENT – casual – minimum employment period – ss.22, 384, 394 Fair Work Act 2009 – application for unfair dismissal remedy – respondent objected on basis applicant was casual employee – minimum employment period queried – whether employment was regular and systematic – applicant returned to work after maternity absence – unpaid authorised absence does not break continuous service – regular basis may be constituted by frequent unpredictable engagements [Yaraka Holdings] – systematic basis as ‘work was offered and accepted sufficiently often’ could not be regarded as occasional or irregular [Ponce] – applicant’s employment regular and systematic – served minimum employment period – respondent’s jurisdiction objection dismissed – application may proceed to be heard on its merits. Rann v Gramar P/L t/a Valley View Nursing Home
