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The High Court dismissed a labour revision challenge to a CMA award, finding the respondents were employees and that the fixed-term contract issues were properly assessed.
The applicants had a reasonable expectation of renewal due to consecutive renewals over several years, and the respondent failed to justify non-renewal. Termination was therefore unfair. Applicants are entitled to one month's salary in lieu of notice, severance allowance, and twelve months' salary as compensation for unfair termination.
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The High Court upheld a CMA award, finding no reasonable expectation of renewal of a fixed-term labour contract and no unfair termination.
The appellant failed to demonstrate any objective basis for a reasonable expectation of renewal of his fixed-term contract; the employer's conduct and evidence did not support such expectation, and proper notice of non-renewal was given. Therefore, there was no unfair termination and no entitlement to statutory compensation.
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The High Court allowed revision, quashed a CMA award, and held that a fixed-term employment contract ended automatically without a reasonable expectation of renewal.
The High Court allowed a labour revision, quashed a CMA award, and held there was no unfair termination where fixed-term contracts expired and non-renewal was timely notified.
Applicant's employment ended due to expiry of a fixed term contract, not termination. No evidence of discrimination or reasonable expectation of renewal was established. The arbitrator's findings were correct and the application lacked merit.
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The respondent was served notice of non-renewal before contract expiry, negating reasonable expectation of renewal; procedural irregularities regarding exhibit endorsement are not fatal; arbitrator's award of compensation for unfair termination is set aside, respondent entitled only to one-month salary in lieu of notice.
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The High Court dismissed a labour revision over non-renewal of a fixed-term contract, holding there was no reasonable expectation of renewal and no unfair termination.
The appellants failed to adduce sufficient evidence to establish a reasonable expectation of renewal of their fixed-term contracts. The respondent's notification was a courtesy reminder, not a notice of termination. The contracts expired automatically, and there was no unfair termination.
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