Organising a meeting which employees may attend, even knowing there is a high likelihood they will stop work to do so, does not constitute the tort of inducing breach of contract because it lacks the requisite intention to induce any particular employee to breach their contract. This is materially different from directing employees to stop work. The distinction between inducement and mere facilitation of an opportunity to stop work is critical in industrial disputes. For s 401 cross-claims, the party alleging false or misleading statements bears the burden of proving the representor's actual intentions at the time of the representation.
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