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Tanzania decisions
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The subject matter of the dispute was land, not merely breach of contract, and thus the primary court lacked jurisdiction to determine the matter.
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The High Court allowed a labour revision, set aside a CMA award, held the parties had a fixed-term employment contract, and ordered 11 months’ salary compensation.
The High Court upheld a CMA award, finding the employee willingly signed a mutual separation agreement and failed to prove fraud, undue influence, or further salary claims.
The appellant breached the contract by failing to supply the agreed quantity and quality of rice bran within the stipulated time, and failed to prove that the advanced money was used for other agreed purposes. The respondent is entitled to compensation for the breach as determined by the first appellate court.
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On revision from the CMA, the High Court held that non-payment of one month's salary was a breach of contract, but the six-month award was irrational.
Appellant failed to prove entitlement to construction costs or compensation for three frames. Lease agreement only entitled appellant to refund of rental money and equal compensation for breach. Tribunal erred in awarding compensation beyond contract period; correct award is refund and compensation for paid months only.
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The High Court held that a written offer and acceptance formed a binding employment contract, and that the Managing Director’s unilateral revocation was ultra vires.
The High Court held that the defendant breached a 30 December 2014 payment agreement and awarded J.S. Khambaita Ltd USD 200,000 plus costs.
The High Court upheld a CMA award for breached fixed-term employment contracts and dismissed consolidated revisions challenging jurisdiction, fairness, and compensation.
Time was not of the essence to the sale contract; appellants were not entitled to rescind the contract but were entitled to compensation for breach. The contract did not expressly stipulate consequences for missed deadlines, and only compensation for delay was appropriate.
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