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High Court labour revision upheld a CMA award for unfair termination after finding no valid proof of poor performance and no mandatory hearing before dismissal.
The High Court revised a CMA award, finding the worker was employed on an unspecified-period contract and was unfairly terminated without lawful procedure.
The applicant's employment was terminated for valid reasons related to misconduct, specifically failure to repay a loan and failure to protect the bank's image, and the procedure for termination as prescribed by law was followed. The applicant was aware or ought to have been aware of the relevant policies by virtue of his signed employment contract. The application for revision has no merit and is dismissed.
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The High Court revised and set aside a CMA award, finding the applicant’s termination unfair in both reason and procedure and awarding 24 months’ compensation.
The High Court quashed a CMA award after finding no constructive termination and no legal duty on the employer to accept or reply to the resignation letter.
The High Court upheld a CMA award, finding the labour dispute was prematurely filed because the applicant had not proved termination by the employer.
The appellant's disciplinary hearing and termination complied with statutory and procedural fairness requirements; gross dishonesty was proven and justified termination; failure to supply investigation report did not prejudice respondent given his admission of guilt.
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Applicant failed to prove respondent 2 was on probation; applicant lacked valid reasons and did not follow proper procedures for termination; disciplinary hearing was improperly conducted while criminal proceedings were pending; compensation must be based on proven salary figures.
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The High Court dismissed a labour revision challenge to a CMA award, upholding the employee’s dismissal for gross misconduct and finding the procedure fair.
The High Court dismissed a labour revision, upholding a CMA award for unfair termination because the employer failed to follow fair procedure.
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