I
am further fortified in this view by the fact that the Zimbabwe Manpower
Development Fund (Conditions of Service and Misconduct) Regulations S.I.258 of 1996
are not an employment code, and, in terms of section 12B, the Labour Act
[Chapter 28:01] makes it mandatory for any dismissal to be effected in terms of
a registered ...
I
am further fortified in this view by the fact that the Zimbabwe Manpower
Development Fund (Conditions of Service and Misconduct) Regulations S.I.258 of 1996
are not an employment code, and, in terms of section 12B, the Labour Act
[Chapter 28:01] makes it mandatory for any dismissal to be effected in terms of
a registered code of conduct or the Labour National Employment Code of Conduct,
S.I.15 of 2006.
The
appellants have not argued that their appeal to the Labour Court was premised
under the Zimbabwe Manpower Development Fund (Conditions of Service and
Misconduct) Regulations S.I.258 of 1996 in terms of which they were dismissed.
Indeed, it is accepted that the Zimbabwe Manpower Development Fund (Conditions
of Service and Misconduct) Regulations S.I. 258 of 1996 do not provide for an
appeal process beyond that provided for to the Trustee.
The
issue is whether they could claim a right of appeal directly to the Labour
Court despite being dismissed under a statutory instrument which was not an
employment code as defined by the Labour Act [Chapter 28:01].
The
Zimbabwe Manpower Development Fund (Conditions of Service and Misconduct)
Regulations S.I.258 of 1996 do not deny an appeal process beyond that available
to the Trustee. They are silent, and, in my view, the omission to provide for
such an appeal process to the Labour Court is not in itself constitutive of the
denial of a right of appeal. What would be of importance is if a right of
appeal is provided for in the Labour Act itself.
The
issue that then arises is whether in the Labour Act [Chapter 28:01] itself
there is provided a right of appeal in favour of the appellants.
The
right of an employer or an employee to appeal to the Labour Court is
encapsulated in sections 92D and 92E of the Labour Act [Chapter 28:01] which
provide:
“92D Appeals to the Labour Court not provided for elsewhere
in this Act
A person who is aggrieved by a determination made under an
employment code, may, within such time and in such manner as may be prescribed,
appeal to the Labour Court.
[Section substituted by section 32 of Act 7 of 2005]
92E
Appeals to the Labour Court generally
(1)
An appeal in terms of this Act may address the merits of the determination or
decision appealed against.
(2)
An appeal in terms of subsection (1) shall not have the effect of suspending
the determination or decision
appealed against.
(3)
Pending the determination of an appeal, the Labour Court may make such interim
determination in
the
matter as the justice of the case requires.”
The
respondent has conceded that the Zimbabwe Manpower Development Fund (Conditions
of Service and Misconduct) Regulations S.I.258 of 1996 under which the
appellants were dismissed is not an employment code.
Clearly,
the appellants are not amongst the specie of employees whose conditions of
employment are governed by the Constitution or the Public Service Act. It
stands to reason, therefore, that their conditions of employment are governed
by the Labour Act.The
logical conclusion therefore is that they would have the right to approach the
Labour Court by way of appeal.
However,
on the face of it, section 92D of the Labour Act [Chapter 28:01] seems to be in
conflict with section 3 of the Labour Act [Chapter 28:01], which conflict stems
from the fact that section 92D of the Labour Act [Chapter 28:01] appears
to exclude from its ambit any employee whose grievance does not emanate from a
determination made under an employment code. This would suggest, further, that
an employee in the same position as the appellants who is dismissed except in
terms of an employment code has no right to appeal to the Labour Court.
It
is a well established canon of construction that courts should endeavour to
reconcile prima facie conflicting statutes as well as apparently conflicting
provisions in the same statute. Courts therefore do not readily come to the
conclusion that there is a conflict and by using all means at their disposal
they attempt to effect a reconciliation. It is also an established canon of
construction that different parts of the same statute should, if possible, be
construed so as to avoid a conflict between them.
See
Amalgamated Packaging Industries Ltd v Hutt & Anor 1975 (4) SA 943…,.
Accordingly,
where there are two sections in an Act which seem to clash but which can be
interpreted so as to give full force and effect to each, then such an
interpretation is to be preferred as opposed to an interpretation that will
partly destroy the effect of one of them. It is also an elementary principle of
construction that the Legislature will not be presumed to take away any
acquired rights. The intention to do so must be expressed or very clearly
implied from the language of the statute.
In Principal Immigration Officer
v Bhula 1931 AD 323 WESSELS JA stated…,:
“It
would be extremely difficult in such a case to say that Parliament has, by
implication in a later section, modified rights which in an earlier section it
safeguarded explicitly. The implied intention of Parliament must be so clear as
to leave no doubt whatever in the mind of the Court. The Legislature is
presumed to be consistent with itself…,.
Moreover,
where there are two sections in an Act which seem to clash, but can be so
interpreted as to give full force and effect to each, then such an
interpretation is to be adopted rather than one which will partly destroy the
effect of one of them. More especially in this case where the interpretation of
the later statute would violate or modify rights which had been safeguarded in
the former section.”
In
casu, it cannot have been the intent of the Legislature to exclude any employee
from obtaining access to an appeal upon the termination of his employment. The
appellants have, under section 3 of the Labour Act [Chapter 28:01], been
guaranteed a right to redress from the Labour Court. It would therefore amount
to an absurdity to find that in terms of section 92D of the Labour Act [Chapter
28:01] they cannot have their appeal heard on the grounds that their dismissal
was not effected in terms of an employment code. It would be difficult for this
Court to state, in the circumstances of this case that Parliament has, by
implication, in section 92D of the Labour Act [Chapter 28:01], modified rights
which it had guaranteed in an earlier section of the Act.
The
implied intention of the Legislature must be so clear as to leave no doubt in
the mind of the court as the Parliament is presumed to be consistent with
itself….,.
Consequently,
the rights and obligations set out in the Labour Act [Chapter 28:01] govern the
terms and conditions of the employment relationship between the appellants and the
respondent. In view of the provisions of section 3 of the Labour Act [Chapter
28:01], therefore, employees covered by the Act are entitled to the rights,
benefits and obligations provided for in the Act as read with section 2A
thereof, which rights include the access to an appeal process to the Labour
Court.
It
is appropriate, in construing the pertinent sections, to have regard to section
12B of the Labour Act [Chapter 28:01] in order to place a proper perspective on
the intention of the legislature as regards the Act in issue. Section 12B of
the Labour Act [Chapter 28:01] reads:
“12B Dismissal
(1)
Every employee has the right not to be unfairly dismissed.
(2)
An employee is unfairly dismissed -
(a)
If, subject to subsection (3), the employer fails to show that he dismissed the
employee in terms of an employment code; or
(b) In the absence of an employment
code, the employer shall comply with the model code made in terms of section
101(9).”
In
my view, the intent of the legislature as manifested in the provisions of section
12B of the Labour Act [Chapter 28:01] is to ensure that no employee is
dismissed unfairly by making it mandatory that any dismissal be effected in
accordance with a registered employment code. Added to this, it is my view
that, a perusal of sections 2, 3 and 92D of the Labour Act [Chapter 28:01]
leads to an inescapable conclusion that the intent of the Legislature, in
enacting the provisions in question was, to ensure that the employment
relationship was governed by the provisions of one Act and that disputes were
settled in terms of procedures regulated by the provisions of that Act. I am
bolstered in this view by reference to the provisions of section 12B of the Labour
Act [Chapter 28:01] requiring that no dismissal be effected in the absence of
an employment code.
There
is thus an obvious contradiction between the provisions of section 3 and those
of section 12B and 92D of the Labour Act [Chapter 28:01]. If regard is had to
the provisions of section 2A, 3, 12B and 92D of the Labour Act [Chapter 28:01],
it becomes evident that there is discord and contradiction in the Act. There is
a suggestion of a lack of cohesion.
I
would venture to suggest that the law giver consider the need to bring cohesion
to the entire Act in order to avoid instances where persons whose rights are
covered and guaranteed under the Act fail to access such rights by virtue of
the unintended inconsistencies within the legislation.
It seems to me that the right to an appeal under the
Labour Act
[Chapter 28:01] cannot be taken away
through a provision which is inconsistent with the clear and unambiguous
provisions of sections 3 and 2A of the Labour Act [Chapter 28:01].
It
is a well- recognised rule in the interpretation of statutes that, in order to
oust the jurisdiction of a court of law, it must be clear that such was the
intention of the Legislature.
See
De Wet v Deetlefs 1928 AD 286…,.
It
is accordingly, inconceivable that the Legislature would have intended to oust
the jurisdiction of the Labour Court to determine appeals in respect of
employers and employees whose conditions of employment are governed by the
Labour Act. I find, therefore, that notwithstanding the provisions of section
92D of the Labour Act [Chapter
28:01] the Labour Court had jurisdiction to determine the appeal filed by the
appellants and accordingly the appeal was properly before the court a quo.