Central Technical Supplies (Pty) Ltd v Kazondunge (LCA 69 of 2011) [2012] NALC 7 (22 March 2012)
The dismissal was both substantively and procedurally unfair because the employer failed to establish the infraction on a balance of probabilities and did not follow its own disciplinary code regarding sanctions. The respondent was not given an opportunity to be heard before a more severe sanction was imposed, and...
Source-derived case information.
- Citation
- [2012] NALC 7
- Parties
- Appellant: Central Technical Supplies (Pty) Ltd; Respondent: Helga Kazondunge; Arbitrator: Moses Shitaleni Inane
- Court
- Labour Court
- Jurisdiction
- Namibia
- Judgment Date
- 22 March 2012
- Case Number
- LCA 69 of 2011
- Procedural Posture
- Labour Appeal / Judgment on Appeal
- Outcome
- appeal dismissed
- Legal Topics
- Unfair Dismissal, Procedural Fairness, Substantive Fairness, Disciplinary Code, Sanctions for Misconduct, Reinstatement
- Source Language
- english
Source-derived case record
Summary, issues, holding and outcome
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Parties
Central Technical Supplies (Pty) Ltd
Appellant
Helga Kazondunge
Respondent
Moses Shitaleni Inane
Arbitrator
Procedural Posture
Labour Appeal / Judgment on Appeal
Legal Issues
- 1 Whether the dismissal of the respondent was substantively and procedurally fair
- 2 Whether the employer followed its own disciplinary code in imposing the sanction of dismissal
- 3 Whether the arbitrator erred in finding for the respondent
Ratio Decidendi
The dismissal was both substantively and procedurally unfair because the employer failed to establish the infraction on a balance of probabilities and did not follow its own disciplinary code regarding sanctions. The respondent was not given an opportunity to be heard before a more severe sanction was imposed, and the evidence did not support a finding of theft or a breakdown of trust justifying dismissal.
Court Disposition
appeal dismissed
Orders
- Appeal dismissed
- No order as to costs
Full Case Text
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