Boiyo Kennedy Cheptang v Rai Plywoods (K) Ltd [2016] KEELRC 1375 (KLR)

REPUBLIC OF KENYA

EMPLOYMENT & LABOUR RELATIONS COURT OF KENYA

AT KERICHO

CAUSE NO.181 OF 2015

(Before D. K. N. Marete)

BOIYO KENNEDY CHEPTANG..…………….....................…........CLAIMANT

VERSUS

RAI PLYWOODS (K) LTD......................................................RESPONDENT

JUDGEMENT

This matter was originated by way of a Memorandum of Claim dated 10th July, 2015.  The issue in dispute is therein cited as;

Breach of contract of employment.

The respondent denies the claim and prays that the same be dismissed with costs.

The claimant's case is that at all material times to his suit, he was an employee of the respondent, having been employed in 2002 as a General Worker.  He earned a salary of Kshs.18,000. 00.

The claimant's further case is that it was the term of his employment contract that he would serve a permanent and pensionable term alongside other allowances and benefits that come with this position.  The respondent, however, terminated his services without notice in October, 2014. This was to his detriment.  It is his further averment that this termination was ill intended, tainted with illegality, a breach of terms and conditions of employment, null and void and a contravention of the principles of natural justice as follows;

i. Failing to give the claimant a proper notice as the claimant'stermination of employment.

ii. Abruptly, unfairly and un-procedurally terminating the claimant employment.

iii. Violating the terms of the contract of employment.

iv. Violating the contract of employment contrary to the employment legislation.

v. The decision to terminate the claimant employment was arbitrary.

His further case is that the termination was unlawful, unfair, unprocedural and not in terms with the rules of natural justice and equity and prays as follows;

a. A Declaration that the action of termination of the claimant was malicious, unsubstantiated, unlawful and unprocedural.

b. An award as per the assessment of the Labour Officer dated 19th June, 2015 of Kshs.410,850/-.

c. The general damages suffered as a result of the respondent   action.

d. An order for payment of due salary for the months when the   claimant worked but was not paid.

e. An order that the claimant was being underpaid by the Respondent and therefore be paid lawfully all outstanding     appropriate dues.

f. Interest on (b), (d) and (e).

g. Any other relief as this Honourable court may deem fit to grant.

The respondent in opposition to the claim denies the same and contends that the claimant on termination was issued with a dismissal notice and subjected to a fair hearing before such dismissal.  The dismissal was therefore fair, lawful and procedural and occurred due to his misconduct and breach of terms of employment as follows;

i. Stealing company property.

ii. Forging company documents.

iii. Allocating himself work not assigned.

iv. Corhasing other employees(sic (?).

v. Failure to report on duty.

vi. Reporting to duty while under the influence of intoxicating substances.

vii. Failure to perform the duties allocated.

viii. Absenting himself from work.

She therefore prays that the claim be dismissed with costs.

The issues for determination therefore are;

1. Was the termination of the employment of the claimant wrongful, unfair and unlawful?

2. Is the claimant entitled to the relief sought?

3. Who bears the costs of this cause?

The 1st issue for determination is whether the termination of the employment of the claimant was wrongful, unfair and unlawful. The claimant in his written submissions dated 22nd February, 2016 reiterates his case and relies on Section 35 (1) (c) to buttress a case of service pay.  It is his further submission that the ground of termination, namely misconduct and forgery was explained by himself and in any event, no warning had been issued prior to termination.

The respondent in opposition files his written submissions dated 15th February, 2016 which brings out the following as issues for determination;

1. Whether there were sufficient reasons to warrant termination of the claimant.

2. Whether due process was followed in the circumstances.

It is the respondent's submissions that whereas the claimant merely stated and alleged that his dismissal was unfair and unlawful, she demonstrated a case of fair and lawful termination through documents filed in court.  This was a case of absenteeism, reporting late at the work place and absconding from work.

The respondent also demonstrates a case of procedural fairness in the termination as evidenced by the following letters;

1. A show cause letter dated 8/10/2014.

2. Apology letter from the Claimant dated 9/10/2014.

3. Disciplinary committee minutes dated 10/10/2014.

4. Dismissal letter dated 23/10/2014.

This she submits is a compliance with section 47 (5) of the Employment Act rests the burden of proving an unfair termination of employment or wrongful dismissal on the employee, while the burden of justifying the grounds for termination of employment or wrongful dismissal on the employer.  Her case for lawful termination is therefore established.

On the premises of the evidence of the parties I find a case in favour of the respondent.  This is because despite the claimant raising a case of wrongful, unfair and unlawful termination of employment, he does not demonstrate his case in evidence.  On the contrary, the respondent's evidence in favour of a case of lawful termination of employment is overwhelming as exhibited in her pleadings and list of documents.  On a test of preponderance of evidence, the matter tilts in favour of the respondent.  I therefore dismiss the claim with costs to respondent.

The other issues for determination dissipate with the above determination therefore closing the matter.

Delivered, dated and signed this 15th  day of  Apri, 2016.

D.K.Njagi Marete

JUDGE

Appearances

1. Miss Mwaguni instructed by Nyachiro Nyagaka & Company Advocates for the respondent.

2. M/s Karuga instructed by Wanjiku Karuga & Company Advocates for the claimant