There
is a plethora of cases in which the question of what constitutes
urgency was exhaustively discussed, then settled. It has been held
that:
“Applications
are frequently made for urgent relief. What constitutes urgency is
not only the imminent arrival of the day of reckoning; a matter is
urgent if, at the time the need to act ...
There
is a plethora of cases in which the question of what constitutes
urgency was exhaustively discussed, then settled. It has been held
that:
“Applications
are frequently made for urgent relief. What constitutes urgency is
not only the imminent arrival of the day of reckoning; a matter is
urgent if, at the time the need to act arises, the matter cannot
wait. Urgency which stems from a deliberate or careless abstention
from action until the deadline draws near is not the type of urgency
contemplated by the rules.” See Kuvarega
v Registrar General and Anor 1998 (1) ZLR 189.
It
has also been held that:
“For
a court to deal with a matter on an urgent basis, it must be
satisfied of a number of important aspects. The court has laid down
guidelines to be followed. If, by its nature, the circumstances are
such that the matter cannot wait in the sense that if not dealt with
immediately irreparable prejudice will result, the court can be
inclined to deal with it on an urgent basis. Further, it must be
clear that the applicant did, on his own part, treat the matter as
urgent. In other words, if the applicant does not act immediately and
waits for doomsday to arrive, and does not give a reasonable
explanation for that delay in taking action, he cannot expect to
convince the court that the matter is indeed one that warrants to be
dealt with on an urgent basis…,.”
See
Mathias
Madzivanzira & Ors v Dexprint Investments (Private) Limited &
Anor HH145-02;
Church
of the Province of Central Africa v Diocesan Trustees, Diocese of
Harare 2010 (1) ZLR 364 (H); Williams
v Kroutz Investments (Pvt) Ltd & Ors HB25-06; Lucas Mafu &
Ors v Solusi University HB53-07.
In
my view, which I have previously expressed in other cases, in order
for a matter to be deemed urgent, the following criteria, which have
been established in terms of case law, must be met: A matter will be
deemed urgent if:
(a)
The matter cannot wait at the time when the need to act arises.
(b)
Irreparable prejudice will result if the matter is not dealt with
straight away without delay.
(c)
There is
prima
facie evidence that the applicant treated the matter as urgent.
(d)
The applicant gives a sensible, rational and realistic explanation
for any delay in taking action.
(e)
There is no satisfactory alternative remedy.
The
applicant contended that the matter cannot wait because eleven years
is a long time and the dispute has taken too long to resolve
resulting in his being impoverished. He contended, further, that he
will be irreparably prejudiced if the matter is not dealt with
straight away without delay.
It
is common cause that the applicant treated the matter as urgent. The
question for determination is whether the applicant has no
satisfactory alternative remedy.
The
certificate of urgency, which was signed by Mr.
Phineas Ngarava,
states that the respondent is unjustifiably, unfairly, and
unreasonably refusing to furnish the applicant with information
relating to his salary, back-pay, and benefits, which refusal is in
contempt of the order of the Labour Court. This has resulted in the
applicant being distressed because he has no other source of income.
The
court can hear a matter urgently where the urgency arises out of the
need to protect commercial interests. See Silver's
Trucks (Pvt) Ltd v Director of Customs & Excise 1999 (1) ZLR 490
(HC).
The
respondent submitted that there is no justification for urgent relief
because the judgment of the Labour Court (LC/H/21/16) was served on
it on Monday 25th
January 2016 and this application was filed seven days later, on 4
February 2016. The contention is that this application is premature
because the respondent has thirty working days within which to file
an application for leave to appeal and another fifteen days within
which to lodge an appeal after leave is granted. The respondent has
indicated to the applicant that it wishes to note an appeal and it is
of the view that it cannot be compelled to comply with a judgment
that it wishes to appeal against before its entitlement to appeal
expires. The respondent contends, further, that the applicant has an
alternative remedy in the Labour Act and has not satisfied the
requirements of an interdict.
What
alternative remedies are provided in the Labour Act?
Section
89(2)(c) of the Labour Act allows the Labour Court to hear and
determine any application in terms of the Labour Act. In the exercise
of its functions, the Labour Court may make an order for payment of
back-pay calculated from the time when the dispute or unfair labour
practice arose. It has power to order payment of compensation to a
prejudiced employee. It can order reinstatement or damages in lieu of
reinstatement or punitive damages (section 89(c)(i)-(iii), proviso
(i)-(iii)).
That
is what the Labour Court did on the 6th
of February 2008. It ordered that the respondent reinstate the
applicant with effect from the date of dismissal without loss of
salary or benefits, or, alternatively, that the respondent pay
damages in
lieu
or
reinstatement. The applicant was directed to approach the Labour
Court for quantification of damages.
That
is the alternative remedy that is available to the applicant.
In
seeking to utilize this remedy, can the applicant be guided by the
provisions of section 90A of the Labour Act which stipulate that the
Labour Court shall not be bound by the strict rules of evidence and
may ascertain relevant facts by any means which the presiding officer
thinks fit and which is not unfair or unjust to any party?
In
other words, a finding that an applicant who is before us on an
urgent certificate has suitable alternative remedies would ordinarily
result in the applicant being struck off the urgent chamber roll and
referred to the ordinary court application roll. In this case, such a
finding, that an alternative remedy exists, does not, in my view,
necessarily have to result in the matter not being heard urgently. I
say so because the applicant's contention is that the alternative
remedy is not suitable or adequate because of the paucity of evidence
available to the applicant regarding details of backpay and benefits.
With
all due respect to the respondent, the issue is not whether or not
its right to appeal is being curtailed. The issue is whether the
applicant is able to mount a credible case for damages in
lieu
of
reinstatement and payment of backdated salaries when he has no idea
what the salaries that he was entitled to actually were.
It
is trite that only this court can grant a mandatory interdict. Such
an interdict will compel the respondent to supply the information
required by the applicant in order to utilize his remedy in the
Labour Court, that of seeking payment of arrear salaries and damages
in
lieu
of reinstatement. See National
Railways of Zimbabwe v Zimbabwe Railway Artisans Union & Ors
SC08-05,
where
the following guidance was given;-
“As
a general statement, it is correct that the Labour Court has no
jurisdiction to entertain claims that are brought at common law. It
can only determine applications and appeals among others that are
brought in terms of the Act. Where, however, a dispute can either
found a cause of action at common law, or in terms of the Act, a case
of apparent
concurrent jurisdiction between this court and the Labour Court
appears to arise.
I say appears to arise because the apparent conflict can easily be
resolved by paying regard to the overall intention of the legislature
in creating the Labour Court. In my view, in such a case, the Labour
Court's jurisdiction being special must prevail. It would make a
mockery of the clear intention of the Legislature to create a special
court if the jurisdiction of such a court could be defeated by the
mere framing of disputes into common law cause of action where the
Act
has made specific provisions for the same. In
my view, if the dispute is provided for in the Act, the Labour Court
has exclusive jurisdiction even if the dispute is also resolvable at
common law.”…,.
This
case was decided in 2005, before the advent of the current
Constitution, and it would be interesting to see if the Supreme
Court's guidance remains the same when the provisions of section
171(1)(a) of
the Constitution
are taken into consideration.
For
purposes of determining whether an application for an interdict ought
to be dealt with by this court because it is a common law remedy
which the Labour Court has no power to grant, this case is indeed
instructive. See also DHL International (Private) Limited v
Madzikanda
HH51-10;
Surface
Investments (Private) Limited v Maurice Chinyani
HH295-14.
The
requirements of an interdict are;
1.
A clear or definitive right - this is a matter of substantive law.
2.
An injury actually committed or reasonably apprehended - an
infringement of the right established and resultant prejudice.
3.
The absence of similar protection by any other ordinary remedy - the
alternative remedy must be; adequate in the circumstances; be
ordinary and reasonable; be a legal remedy; grant similar protection.
See
Tribac (Pvt) Ltd v Tobbacco Marketing Board
1996
(2) ZLR 52 (SC)…,.; Setlogelo v Setlogelo
1914
AD 221…,.;
Flame
Lily Investment Company (Pvt) Ltd v Zimbabwe Salvage (Pvt) Ltd &
Anor
1980
ZLR 378;
Boadi
v Boadi & Anor
1992
(2) ZLR 22;
Diepsloot
Residents' and Landowners' Association & Anor v Administrator
Transvaal 1994 (3) SA 336 (A)…,.
For
purposes of the interim relief sought, we need only be furnished with
proof on a prima facie basis.
The
applicant has a clear right which was affirmed by two judgments of
the Labour Court. It is common cause that the two judgments have not
been complied with so an injury has been committed against the
applicant to his prejudice as set out in the founding affidavit. We
have already found that although the Labour Act provides an
alternative remedy, it is not adequate, and does not grant the
applicant similar protection. Section 93 of the Labour Act only gives
a sitting Judge power to compel the production of evidence. It does
not assist a litigant to compel the production of documents or supply
of information which he requires for the preparation of his case.