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The High Court upheld a CMA award and dismissed a labour revision, finding no basis to interfere with 2 months’ compensation for procedural unfairness only.
The respondent's use of employer's funds for personal purposes without prior authorization constituted gross misconduct, justifying termination. The disciplinary process was procedurally fair as the respondent was given more than 48 hours' notice to prepare for the hearing. The respondent is not entitled to reinstatement or compensation for unfair termination. However, the respondent is entitled to statutory repatriation costs and subsistence allowance for a period of 24 months only, calculated at the daily basic wage, as per the law.
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