PATEL
AJA:
After hearing argument from counsel, we allowed the appeal in this matter and
made the following order:
1. The
appeal is allowed with costs.
2. The
judgment of the Labour Court is hereby set aside and substituted as
follows:
(i) The
appeal is dismissed with costs.
(ii) The
Appellant shall reinstate the Respondent to his former position without loss of
salary and benefits or pay damages to the Respondent in lieu of reinstatement.
We further indicated that the
reasons for our decision would follow in due course. These are the
reasons.
BACKGROUND
The
appellant was employed by the respondent as a stores clerk. On 12
February 2009, he issued a hydraulic pump to another employee without recording
the issuance in the stores book. After the disappearance of the pump, the
co-employee was convicted of theft. The appellant himself was also
charged but later acquitted.
Following internal
disciplinary proceedings, the appellant was dismissed. The matter was
referred to the relevant National Employment Council and then to an
arbitrator. The latter referred the case back to the respondent's
disciplinary committee to rehear the matter. The disciplinary committee found
the appellant guilty of theft and that decision was confirmed by the
respondent's appeals committee. On appeal to the National Employment
Council, it was ordered that the appellant be reinstated. The respondent then
appealed to the Labour Court on the ground that the appellant should have been
found guilty of theft.
Labour Court
found the appellant not guilty of theft on the basis of what it regarded as
purely circumstantial evidence. Instead, it found him guilty of negligence
because of his apparent admission to that effect in the proceedings before the
disciplinary committee. The court took the view that negligence was a
competent verdict on a charge of theft. It also found that the
appellant's negligence had resulted in prejudice to the respondent and
therefore constituted a grave offence warranting dismissal for a first
offence. The court set aside the conviction of theft and substituted a
conviction of negligent performance of duty resulting in loss to the employer.
It then confirmed the penalty of dismissal.
The appellant now seeks an order for
his reinstatement or damages in lieu thereof. His grounds of appeal are
threefold: that the applicable code of conduct only permits dismissal for
negligence following two prior warnings; that the court's finding of negligence
was not the subject of appeal; and that negligence is not a competent verdict
on a charge of theft. I shall deal firstly with the last ground of
appeal.
NEGLIGENCE
AS COMPETENT VERDICT ON CHARGE OF THEFT
As a general
rule, the standard of proof required in disciplinary matters is that on a
balance of probabilities. This is obviously not as stringent as the
standard required in criminal cases. By the same token, a disciplinary
tribunal is endowed with a greater measure of flexibility than that expected
before a court of criminal law. Nevertheless, there are certain basic
principles that neither a court nor tribunal can depart from. One of
those principles is that the offence that the accused is found guilty of must
be commensurable with the offence that he has been charged with. In other
words, both offences must bear some legally cognisable affinity with one
another.
In
our criminal law, as is probably the case in any other legal system, the
essential elements of theft and offences based on negligence do not share any
meaningful convergence. They are sui generis and fundamentally
distinct offences. In my view, the same must apply to the treatment of
these offences qua acts of misconduct in disciplinary matters.
This is clearly recognised in the Employment Code of Conduct applicable in the
present matter – as prescribed in the Collective Bargaining Agreement:
Engineering and Iron and Steel Industry (S.I. 301 1996), amending the principal
agreement contained in Statutory Instrument 282 of 1990. The Schedule to
the Code sets out four broad categories of misconduct and defines the diverse
offences constituting misconduct. Negligence is identified as an act of
misconduct under item B(4)(b), while the specific offence of theft is captured
under item D(c). They are clearly separate and distinct acts of
misconduct.
The appellant in casu
was charged with theft as defined in item D(c). The Labour Court found
him guilty of negligence. That finding of negligence was clearly not a
competent verdict on the particular charge of theft preferred against the
appellant. In this regard, the court patently ignored the specific
provisions of the Code that should have guided its decision in the
matter. In short, as was conceded by Adv. Ochieng in his curious
but not inappropriate reference to a malapropism having been committed, the
court's finding was grossly erroneous.
DISMISSAL WITHOUT PRIOR
WARNINGS
Insofar as
concerns the penalties that may be imposed for proven acts of misconduct, the
Code of Conduct is very clear and specific as to what may or may not be done.
By virtue of s 5(6) (b):
“An
employee may only be dismissed by the commission of an act of misconduct for
which the appropriate penalty in terms of this Code is dismissal.”
In relation
to the offence of negligence specified in item B (4) (b) of the Schedule, a
first offence calls for a written warning and a second offence invites a last
written warning. It is only the commission of a third offence of
negligence that attracts the drastic and ultimate penalty of dismissal.
The
record in casu shows that the appellant was given a “valid warning” in
2007. However, it is not clear whether this was a first or second warning
or whether it was one given in writing. Moreover, there is no indication
as to whether this warning was for negligence or some other offence.
Thus,
even if it were to be accepted that negligence is a competent verdict on a
charge of theft and that there was clear evidence of negligence on the part of
the appellant, the penalty of dismissal imposed by the Labour Court was clearly
ultra vires the Code and therefore invalid. Again, the court
appears to have disregarded the requirements of the Code and thereby committed
a further fatal error.
POWER TO SUBSTITUTE
DECISION OR ORDER
Section 89 of
the Labour Act [Cap 28:01] regulates the functions, powers and jurisdiction
of the Labour Court. S 89(2), in its relevant portion, provides that:
“In
the exercise of its functions, the Labour Court may –
(a)
in the case of an appeal –
(i)
Conduct a hearing into the matter or decide it on the record; or
(ii) Confirm, vary, reverse or set aside the decision, order or action that is
appealed against, or substitute its own decision or order.”
It is axiomatic, in criminal as well as disciplinary proceedings that a person
cannot be found guilty of an offence that has not been preferred against him,
unless that offence is a competent verdict on the offence originally
charged. The reason for this is obvious, viz. The person
accused must be made aware of the case against him in order to enable him to
effectively prepare his defence. In this context, notwithstanding the
provisions of s 89(2)(a)(ii) of the Labour Act, the Labour Court cannot, mero
motu, substitute its own charge or make a finding of guilt on an entirely
different offence. Any such action would constitute a blatant miscarriage
of justice. SeeZimasco (Pvt) Ltd v Chizema 2007 (2) ZLR (S)
314 at 316E-317G. Furthermore, sitting as a court of appeal, it can only
deal with the matter on the basis of the grounds of appeal that have been
raised by the appellant. See Chikanda v United Touring Company
Limited SC 7/99 at p 3.
In the instant matter, it is not in dispute that the appellant was never at any
stage charged with negligence. Moreover, the grounds of appeal before the
Labour Court were confined to theft, without any reference to negligence, and
negligence was not canvassed by the parties in the proceedings before it.
What the court did, by finding the appellant guilty of negligence, was to usurp
the functions of the respondent's disciplinary and appeals committees. It
follows that the court fundamentally erred in its finding of negligence, as
that was an issue which was clearly not the subject of the appeal before it.
DISPOSITION
It seems necessary before concluding
this judgment to make one observation regarding the conduct of the appellant
himself. Having regard to the record as a whole, it seems that the Labour
Court failed to take into account the totality of the evidence before it.
Quite contrary to its finding on the charge of theft, the facts of the case
suggest that there was ample evidence, albeit circumstantial, to indicate that
the appellant was indeed guilty of theft. Regrettably for the respondent,
it neglected to file any cross-appeal on this point. Had it done so, the
outcome of this matter might have been entirely
different.
In
any event, the appeal must be allowed on all of the grounds of appeal framed by
the appellant.
It
was for the above reasons that we allowed the appeal and set aside the decision
of the Labour Court.
ZIYAMBI JA:
I agree.
GARWE
JA:
I
agree.
Guni &
Guni, appellant's legal practitioners
Coghlan, Welsh & Guest, respondent's legalpractitioners
