IN THE LABOUR COURT OF SOUTH AFRICA
(HELD AT JOHANNESBURG)
Case No: JR 1568/02
In the matter between
MOLOKO SALPHINA Applicant
and
Commissioner NTSOANE DIALE 1st Respondent
CCMA 2nd Respondent
HYPERAMA (MAYVILLE) 3rd Respondent
JUDGMENT
TOKOTA AJ:
[1] The applicant was employed by the third respondent since 26 January 1981 until she was
dismissed on 21 February 2002.
[2] The events leading to the dismissal can be summarized as follows:
Whilst on duty on 16 February 2002 she was called to the office of the Administrative Manager
of the third respondent one Mr. Botha. In that office she was confronted with an allegation that
she had “bumped” a customer at the fruit and vegetable section. This bumping was interpreted
as an assault on the customer. The applicant immediately denied that she had “bumped” or
assaulted anybody. She was then served with a suspension letter and was ordered to leave the
store immediately. She was then told to come to the disciplinary hearing on 20 February 2002.
At the disciplinary enquiry Mr. Botha represented the employer Mr. De Beer one of the Sales
Manager of the employer presided. An interpreter for the applicant was used. Applicant was not
represented. The only evidence that was led in support of the charges was an unsworn statement
of the alleged complainant one Ms E Van Zyl and a video footage. Despite the denial of the
incident by the applicant Ms Van Zyl was not called as a witness. The reason advanced for
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failure to call Van Zyl was because “ she gave a statement” and a videocassette was used. I will
revert to this later.
The applicant was then found guilty and dismissed.
[3] As the applicant was not satisfied with dismissal she declared a dispute of unfair
dismissal, which culminated in the arbitration. The arbitrator found that although there was a
fair reason to discipline the applicant and a fair procedure followed, the sanction was too harsh
and an order of reemployment was made.
[4] The applicant brought this review application seeking an order setting aside the
arbitration award and substituting the same with an order which the court deems fit. The review
is based on a number of grounds. The main ground, which was pressed in argument by Mr
Khoza who represented the applicant was that, the arbitrator committed a gross irregularity in
relying on a statement by Ms Van Zyl, who was never called as a witness either at the
disciplinary enquiry or at the arbitration. Furthermore, so the argument ran, the video footage
was of such a poor quality that no clear vision of an assault could be seen on it.
[5] The employer opposed the applicant and brought a counterapplication reviewing and
setting aside the arbitration award to the extent that an order for reemployment was made. The
grounds of review include that the commissioner exceeded his powers by interfering with the
sanction imposed by the employer. The fate of this counter –application must depend on the
main application. Consequently I deem it expedient to first deal with the main application.
[6] In my view the applicant was dealt a severe blow where no reliable admissible evidence
was led to support the allegations against her. Firstly when she was confronted with the
allegations on 16 February 2002 she asked where the customer was and was told that there was
allegations on 16 February 2002 she asked where the customer was and was told that there was
nothing to discuss with her. She should go and ask these questions at the disciplinary hearing.
When the alleged customer made a complaint she did not know the applicant. Mr. Botha stated
that they looked for the applicant in the store and she was pointed out to him at a distance as he
was investigating the complaint. The statement that was relied upon both at the disciplinary
hearing and at the arbitration was clearly unreliable as hearsay. It was an unsworn complaint.
There was no authentication of the video footage, which was clearly a copy. I am mindful of
the fact that disciplinary enquiries do not have to imitate courts of law by applying strict rules
of evidence. However, it is incumbent upon the employer to establish at least a valid reason for
the dismissal of its employee.
[7] I have not been able to find an authority for the admissibility of video and audio
recordings both in disciplinary enquiry and arbitration proceedings and I was not referred to
any. In my view where, as this case, the applicant denies the picture in the video recording, for
the admissibility thereof, it must be established that:
i) the recording device was capable of taking the testimony.
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ii) there were no changes, additions or deletions that have been made to the recording.
iii) on the evidence as a whole there exists no reasonable possibility of interference.
iv) the tape recordings relate to the occasion to which they allegedly relate and no
other.
[8] Wide use of video films in entertainment industry has resulted in the techniques of
illusion and deception being brought to powerful perfection. For this reason any such video
recordings used in any tribunal should be authenticated if reliance is to be placed upon them.
[9] As indicated above there is a dearth of authority in the civil context regarding
admissibility of video recordings. In S v RAMGOBIN and OTHERS 1986(4) SA 117 (N) at
125 G – I, it was stated that it is not objectionable to ask a witness whether he recognizes a
scene or a person in a photograph, even if he did not take the photograph, or was not present
when it was taken, or even if the origin of the photograph is unknown, but if the witness says he
does not recognize any person or scene in the photograph, it will not be admissible in the
absence of proof that it is what it purports to be. The case of S v W 1975 (3) SA 841 (7) ( ) at
842H establishes that photographs and films must be identified as true representations of the
objects and persons, which they purport to represent before they can be said to be real evidence.
Objects do not prove themselves anymore than documents do.”
[10] The videocassette was brought to court and I had an opportunity to observe it. The
recordings are so poor that I could not recognize any assault on any person. I have watched the
videocassette in different video machines for several occasions. Despite this I could not be able
to identify any person being assaulted.
[11] Regard being had to inherent dangers of accepting, without further ado, evidence of this
[11] Regard being had to inherent dangers of accepting, without further ado, evidence of this
nature I am of the view that the arbitrator committed a gross irregularity in relying thereon. The
arbitrator found that “the applicant conceded under cross examination that she was the person
in white clothes on the video footage. However, she denied bumping the customer.” This
finding is factually incorrect. The record reveals the following:
“Q; Have you ever denied that it was you on that video when the respondent’s witnesses
testified and when you testified?
A: I don’t understand.
Q: What don’t you understand?
A: What you want to ask.
Q: When the witness testified you never disputed that it was
you on the footage.
A: What I dispute is that the person on the video is me.”
In view of his findings the arbitrator obviously ignored this evidence
thus he committed misconduct in relation to his duties by disregarding the evidence placed
before him. In my view in the absence of any authentication of this video recording and
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identification by Ms Van Zyl this evidence should have been excluded.
[12] With regard to the socalled statement of Ms Van Zyl there was no basis in law why the
arbitrator admitted this hearsay evidence. There was no explanation as to why Ms Van Zyl was
not called as a witness. In that statement she left a Cell phone number where she could be
contacted. There was no evidence that any attempt was ever made to secure her attendance. On
16 February 2002, the date of the incident, there is no satisfactory explanation why she had to
secretly point out the applicant to Mr. Botha. Furthermore, this evidence did not fall within the
ambit of exceptions against the admission of hearsay evidence as envisaged in section 3 of the
Law of Evidence Amendment Act No. 45 of 1988.Why applicant was not afforded an
opportunity to admit or deny in her presence any assault is a mystery. This statement ought to
have been excluded as well.
[13] As to procedure, which was followed, I make the following observations: The employer
called the applicant on 16 February 2002 and confronted her with the allegations, which were
“immediately denied.” A decision was taken to suspend her with immediate effect. She was not
afforded any hearing before that decision was taken. She was given only four days, including
the date of hearing, to prepare for the hearing. This deprived her sufficient opportunity to
consult for proper advice. In my view there was no proper procedure followed, as the time was
too short to reflect.
[14] In judging fairness the court must ultimately apply a moral or value judgment regard
being had to the established facts and circumstances of the case under consideration.
SEE: BOARDMAN BROTHERS (NATAL) v CHEMICAL WORKERS INDUSTRIAL
UNION 1998 (3) SA 53 (SCA) 58B
FOOD & ALLIED WORKERS UNION & OTHERS v CHAPELAT INDUSTRIES (1989)
10 ILJ 552 (IC)
It is a rule of natural justice that a party should be afforded an opportunity to present its case
and to present evidence in support thereof or to contradict or challenge evidence, which is
against him. Such evidence includes films video and tape recordings. SEE: Baxter
Administrative Law p 553.
The Appellate Division in Zuma v Jockey Club of South Africa 1974 (3) SA 633 (A) it was
stated as follows at 646 F&H; “The principles of natural justice do not require a domestic
tribunal to follow the procedure and to apply the chemical rules of evidence observed in a court
of law, but they do require such a tribunal to adopt a procedure which would afford the person
charged a proper hearing by the tribunal, and an opportunity of producing his evidence and of
correcting or contradicting any prejudicial statement or allegation made against him ( Marlin’s
case, Supra at p. 126; Becker v Western province sports Club(2nc); 1972 (3) SA. 8 3 (C)
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at.p.811)
The tribunal is required to listen fairly to both sides and to observe “the principles of fair play”
(Marlin’s case supra at p 126 and 128). In addition to what may be observed as the
procedural requirements, the fundamental principles of justice require a domestic tribunal to
exchange his duties honestly and impartially ( Dabner v SA Railway & Habours, 1920 AD
583 at 589). They require also that the tribunal’s finding of the facts on its decision is to be
based shall be ‘fair and bona fide’ ( Jockey Club of SA v Transvaal Racing Club supra at
p.450).”
[15] It is needless to say that if the arbitrator’s findings in respect of the allegations of fact
involved were based on the evidence before him which he could reasonably and honestly arrive
at a conclusion at which he did this court cannot interfere. In this regard it is sufficient to refer
to the decision of Gliksman v. Transvaal Provincial Institute of the Institute of SA
Architects and Another 1951(4) SA 56 (W) where Murray J expressed himself as follows at
62D “(t)he matter, however, assumes a different complexion if there is shown to be entire
absence of any evidence on which a reasonable man, or a body of reasonable men, could have
based such finding. In such a case the position is as stated by DE VILLIERS CJ in Mpemvu and
Others v Nqasala 26 SC 531 at 533, such statement being quoted with approval by
WATERMEYER CJ in R v Kalogeropoulos 1945 AD 38 at 51:
'Where the lower court had some evidence before it to justify its verdict this Court will not
disturb that verdict even although it should consider that its own verdict would have been
different. But what is this Court to do if there is no evidence whatever to justify the finding? It
appears to me that it is an irregularity which the Court is bound to correct. Among the grounds
of review are gross irregularity of proceedings, the admission of illegal evidence and the
of review are gross irregularity of proceedings, the admission of illegal evidence and the
rejection of legal evidence. To give judgment against a man without any evidence whatever
against him seems to be a greater irregularity than to reject legal evidence or admit illegal
evidence, for it ignores the very object for which all the rules of evidence exist.'"
[16] It follows in my Judgment that the exclusion of the video evidence and statement of Van
Zyl leaves the employer with no evidence to prove any assault on any customer. In my view,
therefore, the award cannot stand and falls to be set aside.
In the result I make the following order:
1. The award made by the first respondent dated 19 August 2002 is reviewed and set
aside.
2. The dismissal of the applicant was both substantially and procedurally unfair.
3. The applicant is to be reinstated from the date of her suspension on conditions not
less favourable than those that she enjoyed before her unfair dismissal.
4. The counter application is dismissed
5. No order as to costs is made.
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____________________
TOKOTA AJ
ACTING JUDGE OF THE LABOUR COURT
Date of hearing: 26 March 2004
Date of Judgment: 20 April 2004
For the applicant: Mr. Khoza Union Official
For the respondent: Attorney Ms Lindstrom
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