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Tanzania decisions
Decisions matching the current search
The High Court found the employee was validly terminated for gross insubordination, but the employer failed to follow fair procedure, so compensation and statutory dues were revised upward.
The Court of Appeal held that the managing director’s role in the disciplinary process compromised impartiality, upheld 12 months’ compensation, and set aside notice and severance pay.
The High Court allowed a labour revision, set aside a CMA award, and held the employee’s termination was unfair substantively and procedurally.
There was no unfair termination as the respondent's fixed term contract expired by effluxion of time, and there was no reasonable expectation of renewal proven. The award of 12 months' salary and general damages was improper. Only one month salary in lieu of notice is awarded due to insufficient notice of non-renewal.
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The respondent, as senior management, was not covered by the CBA and not entitled to severance or notice pay under a fixed term contract; the CMA award was contrary to statutory provisions and is set aside.
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The High Court held the workers were on specific-task contracts that expired automatically, so unfair termination provisions did not apply and the award was quashed.
The High Court upheld a CMA award finding unfair termination, confirming 36 months’ compensation and one month’s salary in lieu of notice.
The High Court upheld a CMA award for unfair termination, finding the employer failed to prove a specific-task contract and could not disown its own termination letter.
The High Court upheld a CMA award for unfair termination, finding no mutual agreement to end employment and confirming compensation and notice pay.
High Court Labour Division revision on unfair termination from alleged strike participation. The court found no valid reason and no fair procedure, and set aside the CMA decision.
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