Thabo Putini was employed as Municipal Manager of Edumbe Municipality on a fixed-term contract from 6 August 2008 to 31 December 2011. On 1 December 2010, the Municipality suspended him on full pay pending investigation into allegations of misconduct. The Municipality failed to conduct a disciplinary hearing within 60 days as required by his employment contract. Following municipal elections in 2011, a new Council resolved to uplift his suspension. A purported settlement agreement was concluded on 1 June 2011 for payment of R3.5 million, which Mr Putini sought to enforce. The High Court set aside the settlement as unauthorized. The Municipality suspended Mr Putini again on 21 June 2011 for his involvement in the unconscionable settlement. On 24 August 2011, his employment was terminated by mutual consent with payment for the unexpired portion of his contract. Mr Putini revived an earlier unfair labour practice dispute concerning his initial suspension. The arbitrator found the suspension both substantively and procedurally unfair and awarded R480,305.43 compensation (nine months' salary). The Municipality's review application was dismissed by the Labour Court.
The appeal was partially upheld with no order as to costs. The order of the Labour Court was set aside and replaced with: (i) a finding that the suspension was procedurally and substantively unfair; (ii) an order that the Municipality pay Mr Putini R120,000 (reduced from R480,305.43); (iii) payment to be made within fourteen days into the attorney's trust account; (iv) no order as to costs in the review application; (v) both parties to jointly pay the Bargaining Council's fees of R4,000 for the fourth day of arbitration.
The binding legal principles established are: (1) In determining the substantive fairness of a precautionary suspension, the employer need only prove that at the time of suspension there were allegations of serious offences and the employer reasonably believed the employee's presence might jeopardize investigations or endanger safety - proof of guilt is not required. (2) In unfair labour practice disputes concerning suspension, arbitrators need not and should not determine whether the employee was guilty of the underlying misconduct allegations. (3) The correct test for reviewing the quantum of compensation awarded by an arbitrator under section 194(4) of the LRA is whether the arbitrator exercised discretion capriciously, on wrong principles, with bias, without reason, or adopted a wrong approach - not the Sidumo reasonableness test. (4) In determining just and equitable compensation under section 194(4), all relevant factors must be considered, including not only the employer's conduct but also the employee's conduct both before and after the unfair labour practice. (5) An employee bears responsibility to tender services or return to work when a suspension terminates by operation of contractual provisions.
The Court made several non-binding observations: (1) It noted that Mr Putini's conduct in relation to the R3.5 million settlement agreement was not above reproach and revealed a reckless attitude toward public monies and lack of remorse. (2) The Court observed that the political motive for the initial suspension was improper, noting that "the new political power wanted to purge the municipality of both the officials and politicians deemed not loyal to the new order." (3) The Court commented that evidence from subsequent disciplinary proceedings finding guilt would be relevant to compensation quantum, but allowing cross-examination on evidence that only "tends to" establish guilt (without actual findings) would be prejudicial to employees and defeat the LRA's core objective of fair labour practices. (4) The Court noted that undue weight should not be given to factors favouring only one party - compensation must be fair and just to both employee and employer. (5) The Court observed that Mr Putini's initial acceptance of suspension indicated he could not have suffered meaningful injury if he did not intend to contest it, though this did not constitute a waiver of his right to challenge the suspension.
This case clarifies important principles in South African labour law regarding: (1) the substantive test for fairness of precautionary suspensions - employers need not prove guilt but only show reasonable allegations and belief that presence may jeopardize investigations; (2) the limited scope of arbitration proceedings concerning unfair suspensions - these do not extend to determining guilt on the merits of misconduct allegations; (3) the correct test for reviewing compensation awards under section 194(4) of the LRA - not the Sidumo reasonableness test but whether discretion was exercised capriciously, on wrong principles, with bias, etc.; (4) the requirement to consider all relevant factors, including the employee's own conduct, when determining just and equitable compensation; and (5) that employees bear responsibility to tender services after a contractual suspension terminates.