PHILIP ISRAEL (PLAINTIFF/APPELLANT) vs. NESTLE GHANA LTD. (DEFENDANT/RESPONDENT) [2001]DLCA7466

Date	2001-12-04
Suit No.	CIVIL APPEAL NO. 39/2002
Citation No.	[2001]DLCA7466

ARYEETEY J.A. (PRESIDING)

ASARE-KORANG J.A.

ABAN J.A.

J. AYIKOI OTOO FOR APPELLANT

KORANTENG ATA-CEASER FOR THE RESPONDENTS

[2001]DLCA7466
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													<main id="main" class="content" style="min-height: 60rem" >PHILIP ISRAEL<o:p></o:p>(PLAINTIFF/APPELLANT)<o:p></o:p>vs.<o:p></o:p>NESTLE GHANA LTD.<o:p></o:p>(DEFENDANT/RESPONDENT)<o:p></o:p>[COURT OF APPEAL, ACCRA]<o:p></o:p>CIVIL
APPEAL NO. 39/2002 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;DATE: 4TH DECEMBER, 2001<o:p></o:p><div style="mso-element:para-border-div;border-top:solid windowtext 1.5pt;
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<p class="MsoNormal" style="margin-bottom:0cm;margin-bottom:.0001pt;line-height:
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solid windowtext 1.5pt;padding:0cm;mso-padding-alt:1.0pt 0cm 1.0pt 0cm">COUNSEL: <o:p></o:p>

<p class="MsoNormal" style="margin-bottom:0cm;margin-bottom:.0001pt;line-height:
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AYIKOI OTOO FOR APPELLANT <o:p></o:p>

<p class="MsoNormal" style="margin-bottom:0cm;margin-bottom:.0001pt;line-height:
115%;border:none;mso-border-top-alt:solid windowtext 1.5pt;mso-border-bottom-alt:
solid windowtext 1.5pt;padding:0cm;mso-padding-alt:1.0pt 0cm 1.0pt 0cm">KORANTENG
ATA-CEASER FOR THE RESPONDENTS<o:p></o:p>

</div>CORAM:<o:p></o:p><div style="mso-element:para-border-div;border:none;border-bottom:solid windowtext 1.5pt;
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ARYEETEY J.A. (PRESIDING),
ASARE-KORANG J.A., ABAN J.A.<o:p></o:p>

</div><o:p>&nbsp;</o:p><div style="mso-element:para-border-div;border:none;border-bottom:solid windowtext 1.5pt;
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<p class="MsoNormal" align="center" style="margin-bottom:0cm;margin-bottom:.0001pt;
text-align:center;line-height:115%;border:none;mso-border-bottom-alt:solid windowtext 1.5pt;
padding:0cm;mso-padding-alt:0cm 0cm 1.0pt 0cm">JUDGMENT<o:p></o:p>

</div>ARYEETEY,
J.A.<o:p></o:p>Until his appointment with the
respondent company as foreman was terminated on 4th December, 1997 the
appellant had worked with the company for 26 years. As production foreman and
therefore belonging to Senior Category B of the defendant company the service
conditions, which governed his relationship with the company, was the CONDITIONS OF SERVICE FOR SENIOR STAFF
OF NESTLE GHANA LIMITED, exhibit 5 appearing at page 85 of the record of
appeal. The concluding paragraphs of the respondents’ termination letter in
respect of the appellant, exhibit A, appearing at page 74 of the record of
appeal, substantially give the reasons for the appellant’s termination. They
read as follows: <o:p></o:p>“It has been noticed that
throughout the investigations into this matter you have exhibited yourself as a
Foreman who cares less to nothing about Company’s property that had gone into
wrong hands, for as long as you keep your ‘good name’ and your ‘position’.<o:p></o:p>&nbsp;Management is satisfied that it is your
irresponsible and inefficient attitude to holding the high office of a Foreman,
resulting in negligence and dereliction of duty, the duty of supervision and
accountability, that has contributed to, if not encouraged and enhanced the
circumstances in which not only the four bags in question but also up to about
20 bags of the MSK have found their way out of the Factory recently. <o:p></o:p>It is also on record that in
May and October, 1996 Management had the cause to remind you in writing (vide
letters dated 14th May, 1996 and 24th October, 1996) to be awake to the basic
duties of a Foreman, and to take your job more seriously, so as substantially
improve upon your performance in organisation and supervision of your shift. In
fact, it was indicated that time that it was the last reminder to you.<o:p></o:p>&nbsp;Management has decided to find you guilty of
the contractual offence of serious misconduct in this matter, constituted by
negligent dereliction of duty of safeguarding, and being accountable for the
Company’s property in your charge.<o:p></o:p>&nbsp;You are therefore hereby found guilty of the
contractual offence of serious misconduct, under section (b) of Part V of the
conditions of service for senior staff, under which you are employed, and
should have been summarily dismissed. <o:p></o:p>However, considering your
otherwise long service of 26 years with the company, management has decided to
only terminate your appointment with the company effective 4th December, 1997” <o:p></o:p>The appellant’s claim in the
High Court was for “(a) Damages for wrongful termination of [his] appointment
and (b) Payment of all salaries and allowance due plaintiff from the date of
termination to date of compulsory retirement.” In this appeal the sole ground
is “That the judgment is against the weight of evidence adduced at the trial.”
In the light of this appeal, therefore, the relevant portions of exhibit 5
which we have to look at are “Termination of Agreement” and “Summary Dismissal”
which come under "PART V — LEAVING THE SERVICE OF THE EMPLOYER”. They read
as follows: <o:p></o:p>a) “Termination of Agreement
<o:p></o:p>i) Resignation <o:p></o:p>An employee wishing to
resign his/her appointment during his/her probationary period, shall give in
writing, one month notice, or two months notice after the probation period as
the case may be or forfeit one or two months pay in lieu of notice.<o:p></o:p>&nbsp;ii) Termination <o:p></o:p>Should the employer on the
other hand, wish to terminat</main>