Meikles To Re-Employ Fired Workers
Published: 2016 June 10 01:14:23 (5243 Views)
Meikles Limited group says it will not celebrate a court ruling this week in which more than 45 former workers’ bid to contest the termination of employment contracts on notice failed.
The group’s legal secretary Thabani Mpofu said although the workers lost their case in the Labour Court against the employer, the company would consider recalling them in future as the group continues with its expansion programmes.
Mpofu’s remarks come after Labour Court judge Justice Lawrence Murasi threw out the workers’ application saying it was devoid of merit in view of last year’s Supreme Court ruling which allowed employers to terminate contracts of employment on notice.
The ruling was bad news to hundreds of workers laid off by the Meikles Limited group last year.
“We will not celebrate loss of employment. This decision to let the workers go was not taken lightly, but we arrived at the decision after we had been confronted by operational realities that made the retention of workers untenable for the business.”
Mpofu said as employers they were conscious of the fact that they have a duty to contribute to the economic well-being of the country through, among other things, creating employment for the citizens.
Mpofu said all the workers who had been laid off contributed immensely to the group’s success story and the chairman (Mr John Moxon) was cognisant of that fact and remained grateful for their service.
“We will re-employ them as the situation improves and some of them have since been recalled and employed elsewhere in the group’s new divisions,” he said.
Meikles, said Mpofu, has an ambition of expansion and exploring new avenues of expansion which will see it creating more jobs for the country.
Last year, Meikles laid off hundreds of workers across Zimbabwe under a termination by notice arrangement as the company rationalised staff to create opportunities for growth on the back of a challenging liquidity environment.
The company was expected to spend about $500 000 on the staff rationalisation exercise while employees who had served many years received a gratuity in addition as an appreciation of their service.
According to the labour law, a contract of employment may be terminated by the employer or employee through giving the other party due notice or wages in lieu of notice.
- Herald
The group’s legal secretary Thabani Mpofu said although the workers lost their case in the Labour Court against the employer, the company would consider recalling them in future as the group continues with its expansion programmes.
Mpofu’s remarks come after Labour Court judge Justice Lawrence Murasi threw out the workers’ application saying it was devoid of merit in view of last year’s Supreme Court ruling which allowed employers to terminate contracts of employment on notice.
The ruling was bad news to hundreds of workers laid off by the Meikles Limited group last year.
“We will not celebrate loss of employment. This decision to let the workers go was not taken lightly, but we arrived at the decision after we had been confronted by operational realities that made the retention of workers untenable for the business.”
Mpofu said as employers they were conscious of the fact that they have a duty to contribute to the economic well-being of the country through, among other things, creating employment for the citizens.
Mpofu said all the workers who had been laid off contributed immensely to the group’s success story and the chairman (Mr John Moxon) was cognisant of that fact and remained grateful for their service.
“We will re-employ them as the situation improves and some of them have since been recalled and employed elsewhere in the group’s new divisions,” he said.
Meikles, said Mpofu, has an ambition of expansion and exploring new avenues of expansion which will see it creating more jobs for the country.
Last year, Meikles laid off hundreds of workers across Zimbabwe under a termination by notice arrangement as the company rationalised staff to create opportunities for growth on the back of a challenging liquidity environment.
The company was expected to spend about $500 000 on the staff rationalisation exercise while employees who had served many years received a gratuity in addition as an appreciation of their service.
According to the labour law, a contract of employment may be terminated by the employer or employee through giving the other party due notice or wages in lieu of notice.
- Herald
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