Significantly, the Act also excluded employees who were dismissed for "genuine operational reasons or reasons including genuine operational reasons". "Genuine operational reasons" were defined in the Act as "reasons of an economic, technological, structural or similar nature." Interpretation of this clause by the AIRC had created precedent for a broad application of this section of the Act. In "Carter v Village Cinemas", the Full Bench of the AIRC decided upon appeal that an operational reason need only be a reason for dismissal, not the sole or dominant reason for dismissal. In another significant decision, "Andrew Cruickshank v Priceline Pty Ltd", Mr Cruickshank was employed at Priceline on a package of $101,150. He was terminated and Priceline subsequently hired a new employee in the same position on a package of $65,000–$75,000. Priceline claimed, successfully, that they had not breached the unfair dismissal provisions of the Act, as the dismissal saved the business money, therefore was for a reason including a genuine operational reason.