Rwambale v Garfield Institute of Technology (Labour Dispute Reference 8 of 2022)
Rwambale v Garfield Institute of Technology (Labour Dispute Reference 8 of 2022) [2024] UGIC 24 (26 June 2024)
The court found that the Respondent failed to comply with both procedural and substantive fairness requirements under the Employment Act, 2006. There was no evidence of notification or a disciplinary hearing prior to dismissal, and the reasons for termination were not proven through a fair process. The termination letter contained allegations but did not reference any hearing or opportunity for the Claimant to respond. The Respondent's absence and failure to challenge the Claimant's evidence further supported the finding of unlawful dismissal. The court held that the Claimant was entitled to…
Source excerpt
- Unlawful Dismissal
- Procedural Fairness
- Substantive Fairness
- Aggravated Damages
- General Damages
- Interest On Award