The applicants were office bearers of the National Union of Mineworkers (NUM). On 11 July 2019, they were suspended by the union's Deputy General Secretary pursuant to a decision by the union's National Executive Committee (NEC) taken on 27-28 June 2019, with further consultation with national office bearers on 8 July 2019. The suspension was precautionary, pending further investigation and possible disciplinary charges. The suspensions were effected by letters signed by the Deputy General Secretary because the General Secretary was out of the country. The applicants challenged the suspensions, arguing they were unlawful due to: (1) non-compliance with the union's constitution; (2) the letters being signed by the Deputy General Secretary rather than the General Secretary; (3) lack of opportunity to make representations before suspension; and (4) denial of proper opportunity to conduct their defence. The applicants sought interim relief to reinstate them to their positions pending a final review application.
The application was dismissed with costs. The applicants were not reinstated to their positions and remained suspended pending investigation and possible disciplinary proceedings.
The binding legal principles established are: (1) Trade union constitutions, as constitutive documents of voluntary associations, are definitive of the rights and obligations of members and office bearers; (2) Precautionary suspensions effected under a union's constitution are distinct from disciplinary penalties and do not constitute findings of guilt; (3) Where a union constitution authorizes the Deputy General Secretary to exercise the powers of the General Secretary in the latter's absence, actions taken by the Deputy General Secretary in such circumstances are valid and constitutional; (4) In disputes under section 158(1)(e) of the LRA concerning alleged non-compliance with a union's constitution, the applicant must establish that the union acted outside or in breach of its constitutional powers; (5) Procedural fairness requirements developed under the unfair labour practice jurisprudence in employment relationships do not automatically apply to precautionary suspensions in the context of internal trade union governance; (6) Union members and office bearers have no inherent right to be heard before precautionary suspension unless such right is expressly provided in the union's constitution; (7) Appeal rights in union constitutions are interpreted according to their express terms and do not extend to precautionary suspensions unless specifically provided.
The Court made several non-binding observations: (1) It was unclear from the papers precisely what final relief the applicants sought, though the Court assumed they intended to pursue a determination under section 158(1)(e) rather than a review; (2) Whether review proceedings were the appropriate procedural vehicle for the dispute was a matter that need not be decided at the interim stage; (3) The Court noted there was no Part B to the notice of motion despite the heading indicating such, demonstrating some procedural irregularity in the application; (4) The Court expressed that in exercising its discretion under section 162 of the LRA regarding costs, there was no reason why costs should not follow the result, implicitly suggesting this was an appropriate case for a costs order despite being in the labour context where costs orders are discretionary and not always awarded.
This case is significant for clarifying the legal principles governing internal trade union disciplinary matters and precautionary suspensions under section 158(1)(e) of the LRA. It establishes important distinctions between: (1) precautionary suspensions and disciplinary penalties; (2) internal union governance disputes and employment-related unfair labour practice disputes; and (3) the procedural fairness requirements applicable to each. The judgment confirms that union constitutions, as contracts governing voluntary associations, are definitive of members' rights and obligations, and that broad powers granted to union office bearers will be upheld if exercised in accordance with constitutional provisions. It also clarifies that procedural fairness protections developed in the employment context (such as the right to be heard before suspension) do not automatically apply to internal trade union governance matters, which are governed by the union's constitution. The case emphasizes the autonomy of trade unions to manage their internal affairs according to their constitutions, provided constitutional requirements are met.