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{\title \'93this is a quote, has said, of me saying \'91this is a quote\'92\'94}{\author raikatalau_l}{\operator ruddley_e}{\creatim\yr2011\mo6\dy16\hr14\min27}{\revtim\yr2011\mo6\dy20\hr16\min5}{\version3}{\edmins5}{\nofpages6}{\nofwords2143}
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\fs20\lang1033\langfe1033\cgrid\langnp1033\langfenp1033 {\cs17\fs16\insrsid10500829\charrsid933470 \tab }{\fs16\lang1036\langfe1033\langnp1036\insrsid10500829\charrsid14567563 State v Permanent Arbitrator}{\cs17\fs16\insrsid10500829\charrsid933470 \tab }
{\field{\*\fldinst {\cs17\fs16\insrsid10500829\charrsid933470  PAGE }}{\fldrslt {\cs17\fs16\lang1024\langfe1024\noproof\insrsid10835200 6}}}{\fs16\insrsid10500829  }{\cs17\fs16\insrsid10500829\charrsid933470 
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ex parte Plantation Island Resort}{\fs16\lang1036\langfe1033\langnp1036\insrsid10500829  (HC)}{\insrsid10500829 
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\fs20\lang1033\langfe1033\cgrid\langnp1033\langfenp1033 {\b\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 {\*\bkmkstart State_v_Permanent_Arbitrator}STATE v PERMANENT ARBITRATOR }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 ex parte }{\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 p}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 lantation }{
\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 i}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 sland }{\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 r}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 esort}{\b\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\b\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 {\*\bkmkend State_v_Permanent_Arbitrator}
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 High Court Judicial Review Jurisdiction
\par 1 November, 2001\tab \tab \tab \tab \tab \tab HBJ 9/00S
\par 
\par }{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Judicial Review \endash  review of permanent arbitrator}{\i\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s award \endash  whether finding that dismissals were procedurally unfair an error of law \endash  whether award of 4 month}{\i\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s salary as compensation for breach of procedural rights irrational and unreasonable - Trades Dispute Act s6(3), 1997 Constitution s33(3)
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par Two interested parties were purportedly summarily dismissed for instigating a petition to the Immigration Department signed by 45 employees seeking the removal of the applicant resort}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s manager. The Permanent Arbitrator found that the Constitution section 33(3) imported i
nto Fiji employment law protection from unjustified or unfair dismissal. Thus, although the summary dismissal was substanti
vely justified, they were procedurally unfair and a breach of paragraph 7(c) of the 1983 Collective Agreement between the Fiji Hotel 
Association and the National Union of Hotel and Catering Employees. He declined to order reinstatement but awarded the interested parties 4 month}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s salary as compensation for breach of their procedural rights.}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200  }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 The applicant sought judicial review that the permanent arbitrator}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s finding that dismissals were procedurally unfair was an error of law and that an award of 4 month}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s salary as compensation for breach of procedural rights was irrational and unreasonable. There was no complaint that the proceedings 
before the permanent arbitrator were unfairly conducted.}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200  }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
The Court found that the permanent arbitrator had erred in his approach and reached the wrong conclusion. Without reaching a conclusion as to the correctness of whether the employees were summarily
 dismissed, the Court surmised that if their conduct was so serious as to justify summary dismissal, even if there was a pre-dismissal consultation requirement, it would not have been available to the two employees.}{
\fs24\lang2057\langfe1033\langnp2057\insrsid10835200  }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 If the dismissals were procedurally unfair, the permanent arbitrator was bound to order reinstatement. 
\par 
\par }{\b\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Held\endash }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 (1) The right to}{\b\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 fair labour practices by virtue of section 33(3) of the Constitution does not mean any particular practices required by overseas legislation have been imported into Fiji law.}{
\fs24\lang2057\langfe1033\langnp2057\insrsid10835200  }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200\charrsid10835200 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 (2)}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200  }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
Where Fiji does not have legislation protecting employees from arbitrary or unjustified dismissal, the permanent arbitrator was not entitled to investigate whether the dismissal was unfair or unjust, but merely whether the applicant}{
\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s conduct
 in summarily dismissing the 2 employees was a breach of the collective agreement. Compensation to the 2 employees could only arise if their circumstances were adversely affected by the employer}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s breach of the Collective Agreement. 
\par 
\par Obiter dictum}{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  -}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  the l
ack of modern industrial relations legislation has produced an unsatisfactory situation inconsistent with the spirit of the 1997 Constitution where the rights of employees are different depending on whether they are public servants, members of a union wit
h an industry collective agreement or mere private non union members. 
\par 
\par Award of 4 month}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s salary as compensation set aside.
\par 
\par Note: the Trade Disputes Act has been repealed by the Employment Relations Promulgation 2007 WEF 1 October 2007]
\par 
\par }{\b\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Cases referred to in Judgment
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 foll }{\b\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 State v Arbitration Tribunal ex parte Air Pacific Limited}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  (2001) HBJ 14/00 8 May 2001
\par foll }{\b\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Diners Club (NZ) Ltd v Prem Narayan}{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 FCA 4/96-FCA Reps 97/953
\par ref }{\b\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Sinclair v Neighbour}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  [1967] 2 QB 279}{
\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Renee Lal for the}{\i\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  a}{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 pplicant
\par Roneesh S. Singh for the}{\i\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  i}{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 nterested }{
\i\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 p}{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 arties
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par 1 November, 2001\tab \tab \tab }{\b\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 judgment}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par 
\par }{\b\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Scott, J.
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 The Applicant, pursuant to leave granted moves for judicial review of an award of the Permanent Arbitrator dated 16 November 1999. The facts and the award are set out in the record
 of the proceedings before the Tribunal filed on 25 August 2000 and need now only be summarised.
\par 
\par The first and second Interested Parties Maciu Bakani and Unaisi Leqeta were employed by the Applicant which is a well known tourist resort. At the relevant time the manager of the resort was Andy Larsen.
\par 
\par In July 1998 Mr. Bakani and Mrs. Leqeta were 2 among 45 employees of the resort who signed a petition calling for Mr. Larsen}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
s removal (pages 44 and 45 of the record). On 21 July Mr. Bakani took leave and travelled to Suva where he delivered the petition to the Immigration Department.
\par 
\par When Andy Larsen became aware of the existence of the petition he interviewed a number of signatories. He formed the view that Bakani and Leqeta were the instigators of the pe
tition and he wrote to each of them calling for an explanation. He described the petition as }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 false, damaging and malicious}{
\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 . Both employees were suspended from work without pay.
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 On 24 July Bakani and Leqeta wrote to Larsen denying instigating the petiti
on. They claimed that the decision to present the petition had been collectively taken. They sought the immediate lifting of their suspension.
\par 
\par On 30 July Bakani and Leqeta were summarily dismissed (pages 12 & 15).
\par 
\par On 29 April 1999 the Permanent Secretary for Labour & Industrial Relations referred a trade dispute to the Permanent Arbitrator in the following terms:
\par }\pard\plain \s15\ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 \f180\fs24\lang1033\langfe1033\cgrid\langnp1033\langfenp1033 {\f0\lang2057\langfe1033\langnp2057\insrsid10835200 
\par }\pard \s15\ql \li720\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0\pararsid10835200 {\f0\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\f0\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
I do hereby refer the said trade dispute to the Permanent Arbitrator for settlement over the termination of employment of Mr. Maciu Bakani a
nd Mrs. Unaisi Leqeta with effect from 30 July 1998 which the union considers as harsh, unfair and unreasonable and therefore seeks their reinstatement without lost of benefits.}{\f0\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\f0\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }\pard\plain \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 \fs20\lang1033\langfe1033\cgrid\langnp1033\langfenp1033 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 In his award the Permanent Arbitrator described the actions of Bakani and Leqeta as }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 serious breaches of the employees duties of trust and confidence}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 . He found that although the summary dismissals were substantively justified they were procedurally unfair
 as being in breach of paragraph 7 (c) of the 1983 Collective Agreement between the Fiji Hotel Association and the National Union of Hotel and Catering Employees (the third }{\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 i}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 nterested }{\caps\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 p}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
arty). The procedural breach was also described as }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 serious}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 . 
\par 
\par In the outcome the Permanent Arbitrator declined to order reinstatement but awarded Bakani and Leqeta 4 months salary }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
as compensation for (the Applicants) breach of their procedural rights}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 .
\par 
\par Seeking to have the award quashed the Applicants set out a number of
 grounds in its Order 53 statement. Essentially these grounds amount to a claim that the Permanent Arbitrator erred in law in finding that the dismissals were procedurally unjustified and that the award of 4 months salary was irrational and unreasonable. 
In approaching these grounds it will be borne in mind that this is not an appeal against the Permanent Arbitrator}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s award (which }
{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 shall be binding on the parties to the dispute}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  \endash  Trades Dispute Act Cap. 97 \endash  {\*\bkmkstart s6_3_Trades_State_v_Perm_Arb_exp_Plant}Section 6(3){\*\bkmkend s6_3_Trades_State_v_Perm_Arb_exp_Plant}
) but is an application for judicial review. Unless it can be shown that the Permanent Arbitrator clearly erred in law or reached a wholly unreasonable conclusion the application must fail since there is no suggestio
n that the proceedings before the Permanent Arbitrator were in any way unfairly conducted.
\par 
\par On pages 8 to 13 of his carefully reasoned and learned award the Permanent Arbitrator explained that in his view {\*\bkmkstart Const_33_3_State_v_Perm_Arb_exp_Plant}section 33(3) {\*\bkmkend Const_33_3_State_v_Perm_Arb_exp_Plant}
of the 1997 Constitution has imported into Fiji employment law protection from unjustified or unfair dismissal. The concepts of unjustified or unfair dismissal must clearly be distinguished from wrongful d
ismissal which is a concept well known to the common law. Unfair or unjustified dismissal on the other hand are creatures of statute, one of the first being the English Industrial Relations Act 1971.
\par 
\par In the }{\b\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 {\*\bkmkstart State_v_Trib_A_P_State_v_Arb_exp_Plant}State v the Arbitration Tribunal ex parte Air Pacific Ltd}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  {\*\bkmkend State_v_Trib_A_P_State_v_Arb_exp_Plant}(HBJ 14/00) I explained that while I agree that workers in Fiji by virtue of Section 33 (3) now have a }{
\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 right to fair labour practices}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  I do not agree that this means th
at any particular practices required by overseas legislation in this field have, as a result of the promulgation of the 1997 Constitution been imported into the law of Fiji.
\par 
\par In my opinion the position is still that }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Fiji does not have legislation protect
ing employees from arbitrary or unjustified dismissal as is the case in England, Australia and New Zealand}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  (}{
\b\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 {\*\bkmkstart Diners_v_Narayan_State_v_Arb_exp_Plant}Diners Club (NZ) Ltd. v Prem Narayan}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  
{\*\bkmkend Diners_v_Narayan_State_v_Arb_exp_Plant}FCA 4/96 \endash  FCA Reps 97/573). This does not of course mean that employers may be summarily dismissed at whim since {\*\bkmkstart s28_Employment_Act_State_v_Arb_exp_Plant}section 28 
{\*\bkmkend s28_Employment_Act_State_v_Arb_exp_Plant}of the Employment Act (Cap 92), an admittedly antique piece of legislation, provides the five circumstances in which summarily dismissals may alone lawfully take place.
\par 
\par Furthermore, the employer has the onus of establishing reasonable justification for his actions since this flows from the parties}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
 contractually implied duty of mutual respect.
\par \~
\par If, as I believe, concepts of unfair or unjustified dismissal have to be excluded from consideration then it follows that the Permanent Arbitrator erred in his approach. In my opinion the Permanent Arbitrator should only have asked himself whether
 the Applicant}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
s conduct in summarily dismissing the 2 employees was a breach of the collective agreement, not whether it was fair or unjustified. If on the facts the Permanent Arbitrator concluded that the agreement had been breached then under clause 7 (
e) of the Collective Agreement (a clause apparently overlooked by the Permanent Arbitrator) the employees were entitled to be reinstated without loss of salary or other benefits.
\par \~
\par Unfortunately, answering the proper question is not entirely straightforward because of the way in which clause 7 of the Collective Agreement has been drafted. It will be convenient to set out the relevant parts in full:
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 
\par }\pard \ql \li720\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\ul\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Discipline}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }\pard \ql \li720\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 The following conditions shall govern disciplinary procedures:-}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890 
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid10835200\charrsid10835200 
\par }\pard \ql \li1440\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1440\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 a)}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Dismissal of an employee for any reason shall only be made by the manager of the hotel or in his absence, his authorised deputy.
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 
\par }\pard \ql \li1440\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1440\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 b)}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 An employee may be suspended from working by his supervisor but that suspension shall within 24 hours of the suspension be brought to the notice of the manager or his authorised deputy.

\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 
\par }\pard \ql \li1440\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1440\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 c)}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 In cases arising out of (a) or (b) the manager or in his absence his authorised deputy shall conduct an enquiry in consultation with the union. }{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890 
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid10835200\charrsid10835200 
\par }\pard \ql \li720\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 The employer
 shall within 24 hours inform the union of any subsequent disciplinary action imposed.}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 The difficulty lies in understanding what is meant by }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
in cases }{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 arising out of }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 (a) or (b)}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  (emphasis added).
\par 
\par The Permanent Arbitrator thought that:}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200\charrsid10835200 
\par }\pard \ql \li720\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
sub clause 7 (c) requires a consultative enquiry whenever anyone }{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 has been}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  suspended or }{
\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 is going to be}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  dismissed}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  (emphasis added).
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Examination of the two clauses 7(a) and 7(b) however does not reveal that the contemplated enquiry takes place }{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
after}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  suspension but takes place }{\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 before}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
 dismissal. The requirement for an enquiry, according to the agreement, is in both cases the same. Furthermore, clause 7 must be considered together with clause 8, the grievance procedure, which undoubtedly and logically can only
 be invoked after a grievance has arisen.
\par 
\par In my view the clearest language would be required to override the long established rule that an employee who does anything incompatible with the due or faithful discharge of his duty to his employer may be dismissed without notice (see e.g. }{
\b\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 {\*\bkmkstart Sinclair_v_Neighbour_State_v_Arb_e_Plant}Sinclair v Neighbour}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  
{\*\bkmkend Sinclair_v_Neighbour_State_v_Arb_e_Plant}[1967] 2 QB 279). While an employer might well agree that a decision summarily to dismiss should subsequently be reviewed in 
consultation with the union I cannot conceive that an employer would agree to waive the right to suspend or dismiss prior to an enquiry taking place. It would simply be intolerable to an employer not even to be able to suspend an employee who had for exam
ple been caught red handed, or who had assaulted a fellow employee or a manager or who, as here, had behaved in some other manner }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 sufficient to justify summary dismissal}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  (page 108).
\par \~
\par As pointed out by the Permanent Arbitrator neither Bakani nor Leqeta fo
llowed the grievance procedure set out in Clause 8 of the Collective Agreement before resorting to the presentation of a petition against Andy Larsen. I can find no evidence that the union invoked clause 8 after its two members were dismissed. From the ou
tline of facts contained in the preliminary submission filed by the union (page 49 of the record) it appears that it did not.
\par 
\par In these circumstances I cannot agree that the Collective Agreement made provision for }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 an investigation (which) might have led t
o a fairer result of establishing the exact culpability of each employee on the island}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  (page 108).
\par \~
\par Furthermore, with respect, I find the Permanent Arbitrator}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s assertion that }{
\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
if this had happened and if the union had been allowed to mitigate others may have been dismissed and the grievors may have received lesser penalties}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200  (page 108) to be inconsistent with his later assertion that }{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
the level of their participation which they admitted to Mr. Larsen was itself sufficient to justify a summary dismissal}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 "}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
 (page 108).
\par \~
\par As I see it, the question of compensation to Bakani and Leqeta could only arise if their circumstances were adversely affected by the employer}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{
\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 s breach of the Collec
tive Agreement. If as a fact their conduct was so serious as to justify summary dismissal then even if there were in existence a pre dismissal consultation requirement, which I doubt, compliance with that requirement would not have availed them. If on the
 other hand the Permanent Arbitrator was right in thinking that the dismissals were procedurally unjustified then, as previously pointed out, he was, under the provisions of paragraph 7 (e) of the Collective Agreement bound to order reinstatement.
\par \~
\par In my view the Permanent Arbitrator erred in law in his approach to this reference and as a result reached the wrong conclusion. The award of 4 months salary to the two interested parties is set aside.
\par \~
\par Before leaving the matter I find it appropriate to express general support for the Permanent Arbitrator}{\fs24\lang2057\langfe1033\langnp2057\insrsid10835200 '}{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
s implied criticism of the lack of modern industrial relations legislation in Fiji. Apart from anything else the lack of such legislation has produced a situation where the rights of employees are substantially 
different depending on whether they are public servants, members of a union with an industry collective agreement or mere private non union employees. This is an unsatisfactory state of affairs and one which is inconsistent with the spirit of the 1997 Con
stitution.
\par }{\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }\pard \qr \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Judicial review succeeds.
\par }\pard \ql \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\i\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 
\par }\pard \qr \li0\ri0\nowidctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0\pararsid10835200 {\fs24\lang2057\langfe1033\langnp2057\insrsid853890\charrsid10835200 Marie Chan
\par }}