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Article 16/2024

LabourEdge

When appearing in the labour court in motion proceedings and there are material disputes of fact, should the matter be referred for oral evidence?

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  • Rule 7(7) of the Rules for the Conduct of Proceedings in the Labour Court (‘the labour court’) is not very helpful and appears to suggest that the only avenue open to a court is to refer the entire dispute for the hearing of oral evidence – the rule reads as follows:
    • 7(7) the Court must deal with an application in any manner it deems fit, which may include
      • (a) …
      • (b) referring a dispute for the hearing of oral evidence…’
  • On the other hand, rule 6(5)(g) of the Uniform Rules of Court, so it is submitted, provides the required guidelines and avenues available – rule 6(5)(g) reads as follows:
    • ‘Where an application cannot properly be decided on affidavit the court may dismiss the application or make such order as to it seems meet with a view to ensuring a just and expeditious decision. In particular, but without affecting the generality of the aforegoing, it may direct that oral evidence be heard on specified issues with a view to resolving any dispute of fact and to that end may order any deponent to appear personally or grant leave for him or any other person to be subpoenaed to appear and be examined and cross-examined as a witness or it may refer the matter to trial with appropriate directions as to pleadings or definition of issues, or otherwise.’
  • From the above, it is apparent, when such material disputes of fact exist, leaving aside the issue as to whether or not it was reasonably foreseeable (with reference to footnote 21 to rule 7 of the labour court rules), the court has the following options available:
    • to dismiss the matter
    • to direct that oral evidence may be heard on specified issues with a view to resolving such disputes, or
    • may refer the matter to trial with appropriate directions as to the pleadings or definition of issues or otherwise
  • With reference to Law Society, Northern Provinces v Mogami and Others 2010 (1) SA 186 (SCA), it is apparent that the application for hearing of oral evidence must, as a general rule, be made in limine and once it becomes clear that the applicant is failing to convince the court on the papers – only in exceptional circumstances will a court permit the applicant to apply in the alternative for a matter to be referred to evidence should the main argument fail (see, further, Santino Publishers CC v Waylite Marketing CC 2010 (2) SA 53 (GSJ))

Part G of the Code of Good Practice: Dismissal (the Code) deals with dismissals on the basis of operational requirements. How do these requirements differ from what was previously contained in the repealed Schedule 8, as well as what is currently contained in the LRA?

The previous three articles dealt with misconduct, dismissals on the basis of participation in an unprotected strike (and in line with current case law also covering the collective withdrawal of labour) and incapacity poor work performance. In this article, we will deal with some of the important aspects dealing with incapacity: ill-health, injury and other forms of incapacity as contained in the Code of Good Practice: Dismissal (the Code).

Like its predecessor, namely, Schedule 8 to the LRA, the Code deals with probation. In the above regard, the following indicates the similarities between the Code and the said repealed Schedule 8: